Do you have thoughts on how one might screen for “erratic judgment”? In particular: are there ways of screening for this which wouldn’t be well correlated with screens hiring managers already normally do?
I could imagine reference checks turning some of this up, for example, but reference checks are pretty standard thing that managers do anyway.
Do you have thoughts on how one might screen for “erratic judgment”? In particular: are there ways of screening for this which wouldn’t be well correlated with screens hiring managers already normally do?
I could imagine reference checks turning some of this up, for example, but reference checks are pretty standard thing that managers do anyway.