What are the potential effects of the 37% rule on diversity in hiring?

The 37% rule can potentially impact diversity in hiring by limiting the scope of the talent pool. If an employer only considers the first 37% of applicants to familiarize themselves with the talent pool, they may miss out on diverse candidates who apply later in the process. However, this rule is not about diversity but about maximizing the chances of finding the best candidate. It doesn't take into account the benefits of a diverse workforce or strategies to achieve it.

This question was asked on the following book summary:

resource preview

Algorithms to Live By: The Computer Science of Human Decisions by Brian Christian and Tom Griffiths

Can computer science teach us the secrets of life? Perhaps not, but they can shed light on how certain everyday processes work and how to exploit them...

Download and customize 500+ business templates and translate PowerPoints

Go to dashboard to download stunning resources

Download

book summary Preview

resource preview
resource preview
resource preview
resource preview
View all chevron_right

Text this question was asked on:

If an employer interviews 100 secretary applicants, that person should allocate the first 37% percent of interviews to familiarize themselves with the talent pool and best qualities. If they hire the very next applicant that appears to be the "best so far," the company has a 37% chance of that person being the best candidate. The odds become greater with fewer applicants.

stars icon
Questions and answers
info icon

The 37% rule, when applied to hiring, suggests that a company should spend the first 37% of the interview process to understand the talent pool and then hire the next best candidate. This could potentially improve the company's overall performance by increasing the chances of hiring the best candidate. However, it's important to note that this rule is based on probability and doesn't guarantee the best outcome every time.

The 37% rule can be used to improve the efficiency of the hiring process by applying it to the interview process. If an employer is interviewing 100 applicants, they should spend the first 37% of interviews familiarizing themselves with the talent pool and identifying the best qualities. After this point, they should hire the next applicant who appears to be the best so far. This approach gives the company a 37% chance of hiring the best candidate. The odds of success increase with fewer applicants.

View all questions
stars icon Ask another question

RELATED

resource image

Problem-Solving Frameworks

Feel overwhelmed by a seemingly complex problem? Download the Problem-Solving Frameworks template to deconstruct problems into a series of smaller, logical steps. This deck includes tools that survey and identify a problem, explore potential causes, brainstorm potential counter measures, implement proposals, and then evaluate the outcome. 
resource image

Workflow Automation

How to reap the benefits of intelligent process automation? The rapid advancements in AI and Machine Learning offer new areas of opportunities and complexities for businesses and employees to explore. Use this presentation to navigate the use cases and long-term benefits that Workflow Automation can bring to the corporate world.
resource image

AI Strategy

Want to stay ahead of the game with AI innovations? As automation takes hold of more job functions, businesses need to develop the right tools and skill sets to stay efficient and competitive. This AI Strategy presentation reviews tools that can help turn ambitious ideas into reliable execution.
resource image

Flow Chart Collection

Need to simplify workflow management and make it more effective? This Flow Chart collection includes a variety of visualizations that can be used and customized for all kinds of business scenarios, such as PERT flow chart, user journey flow, standard operating procedure, SIPOC flow, root cause analysis, and many more.