In the world of recruitment and selection, finding the right candidate for an open position is a challenging task. One approach that has been used for some time is known as the "rule of four," which limits the number of rounds of interviews with a candidate to a maximum of four. This rule is based on the idea that after a certain number of conversations, the predictive value does not increase significantly anymore. While this approach has been popular, the practice seems to be taking a different path today. In this article, we'll explore the rule of four, discuss the arguments for and against it, and reflect on how modern companies optimize their hiring process. The Rule of Four: What is it and Why? The 'rule of four' states that the number of interviews with an applicant must be limited to a maximum of four. This approach is based on research that shows that the predictive value of additional rounds of conversation decreases significantly after the fourth round. According to this perspective, putting candidates through multiple rounds is a waste of time and resources because the added information does not significantly contribute to identifying the most suitable person for the position. Lawyers for the 'rule of four' point out that limiting the number of calls allows companies to recruit more efficiently. This is beneficial for both the organization and the candidate. It shortens the recruitment process and prevents talented candidates from dropping out due to the lengthy and time-consuming procedure. The Modern Countermovement Although the 'rule of four' seems a logical starting point, we are now seeing a trend where companies deviate from this pattern and hold more than four rounds of talks. This can
As the job market continues to evolve, it's important to stay up-to-date with emerging technology. ChatGPT, an AI chatbot, has gained significant attention for its potential to assist with daily tasks such as composing emails, researching companies, and writing CVs and cover letters. A Harvey-Nash survey suggests that over 20% of companies use chatbot technology in their recruitment processes, and this number is only set to increase in the coming years. As such, understanding the keywords and phrasing used by AI bots can help job seekers stand out and increase their chances of securing an interview. While copying and pasting information from an AI bot is not recommended, ChatGPT can provide valuable assistance when job seekers struggle to find inspiration. However, revising and refining text to remove inaccuracies is important, particularly when writing highly personalized information such as a CV bio. Also, no confidential or sensitive information should be shared with AI systems, as data can be revealed to the public. AI can be an incredible tool for job seekers, but using it responsibly and in conjunction with personal skills and experience is important. Have you used ChatGPT in your job search? Share your thoughts in the comments below.