{"id":458,"date":"2021-11-15T12:48:00","date_gmt":"2021-11-15T12:48:00","guid":{"rendered":"https:\/\/trustcruit.wpenginepowered.com\/?p=458"},"modified":"2025-08-01T15:11:25","modified_gmt":"2025-08-01T15:11:25","slug":"benefits-of-evidence-based-hr","status":"publish","type":"post","link":"https:\/\/www.trustcruit.com\/nl\/blog\/benefits-of-evidence-based-hr\/","title":{"rendered":"Why You Can\u2019t Recruit Using Gut Feelings: The Benefits of Evidence-Based HR"},"content":{"rendered":"

Many hiring managers might be inclined to listen to their instincts when they\u2019ve completed an interview. For instance, they may have a good or bad feeling about the candidate. But in this article, we\u2019d like to dissuade you from this kind of decision-making process.<\/p>\n\n\n\n

The alternative we propose is to rely on evidence-based HR. Here recruiters look at data and trust the facts instead of making more spontaneous, instinct-based decisions.<\/p>\n\n\n\n

Let\u2019s take a look at this in more detail\u2026<\/p>\n\n\n\n

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What\u2019s Evidence-Based HR?<\/h2>\n\n\n\n

Evidence-based HR (EBHR) is the idea that recruitment decisions should be based on proven evidence. This may include hard data, data-driven forecasts, and experimental studies. The goal is to eliminate subjectivity from the decision-making process, and thereby, uncertainty.<\/p>\n\n\n\n

Like science follows a standardized and logical approach, businesses can also use evidence to make less risky and more successful hiring decisions.<\/p>\n\n\n\n

The truth is that most organizations already have all the data they need to start making evidence-based decisions. However, building a process around this principle still isn\u2019t common practice.<\/p>\n\n\n\n

Evidence Over Instinct \u2013 The Benefits of EBHR<\/h2>\n\n\n\n

So why should organizations stop \u201cwinging it\u201d when it comes to business decisions? As humans, we\u2019re emotional creatures and, therefore, easily influenced by our spur-of-the-moment impulses to make quick and efficient decisions.<\/p>\n\n\n\n

Unfortunately, this leaves little room for outside perspective or the evidence of data to support a decision. Too many instinct-based decisions also rely on anecdotal or personal evidence. Biased by our own experiences, we might not be able to recognize when a good or bad decision stands before us.<\/p>\n\n\n\n

In short, we often don\u2019t have the complete picture to make the most prudent choices in instances like this.<\/p>\n\n\n\n

Escaping Outdated Traditions<\/h3>\n\n\n\n

Evidence-based HR also helps to ensure your company doesn\u2019t immerse itself in outdated traditions. For example, in the Candidate Experience Talks Podcast with Astrid at Tema HR<\/a>, Astrid talks about her experience coming from university into a working environment.<\/p>\n\n\n\n

Typically, universities facilitate a close relationship with research. In contrast, workplaces often hinge on the examples set by senior staff, who follow older traditions.<\/p>\n\n\n\n

While our instincts might lead us to follow the same processes we\u2019ve always obeyed, this can close more doors than it opens. Instead, evidence-based HR provides an opportunity to embrace new research and get HR processes up-to-date based on tried and tested data.<\/p>\n\n\n\n

Listen to the full episode of Candidate Experience Talks with Astrid below.<\/strong><\/p>\n\n\n\n