Recruiting Future with Matt Alder - What's Next For Talent Acquisition, HR & Hiring? Ep 768: Faster Mistakes Or Better Hiring?
Feb 16, 2026
Jennifer Yugo, organizational psychologist and managing director of Corvirtus, champions evidence-based hiring. She contrasts resume matching with predicting on-the-job performance. She explains defining real success via behaviors, how to validate hiring processes, limits of many AI tools, and what talent leaders should ask vendors as hiring tech faces greater scrutiny.
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Resume Matching Is Not Performance Prediction
- Matching a resume to a job description is not the same as predicting on-the-job performance.
- Without a measurable definition of success for the role, even sophisticated AI just automates non-evidence-based decisions.
Define Behaviors Before Buying Assessments
- Define the specific behaviours that drive results before choosing hiring tools.
- Identify required qualities (e.g., persistence, collaboration) then use multiple measures across the process to assess them.
Validate Hiring Touchpoints With Performance Data
- Validate each touchpoint in your hiring process by linking candidate ratings to later performance metrics.
- Convert interview ratings and assessments into numeric variables and correlate them with outcomes like training completion or on-the-job learning.