We’ve outlined how unified talent management with closely coupled recruiting and performance management processes delivers higher quality of hire. The formula is simple: figure out the attributes of the best and get more of them. You define the abilities, behaviors, and experience profiles of your top performers and align them with your structured recruiting profiles.

FastCompany’s article Why It May Be Wiser To Hire People Without Meeting Them includes a baseball metaphor to illustrate why you should rely on objective data rather than subjective impressions:

Imagine if baseball GMs, in recruiting potential players, ignored past batting statistics and instead had a beer with players at Applebee's to test their culture fit.

Assessments, targeted sourcing, and referrals take the guesswork out of the interview and increase your odds of objectively hiring the best candidate. Read the report, Assessments in Talent Management to learn the how, and Recessionary Assessments for the why now.

In a time where Web 2.0 has spawned the methods of social network profile voyeurs, video resumes, and Google searches, the best use of technology is sticking to your processes and structured data.