How could having a high bar be a bad thing? You’re attracting the best quality candidates, right? Wrong.

1. Where to Set Your Bar?
This blog post is based on the seventh episode of the data-driven recruiting
podcast hosted by CodeSignal co-founders Sophia Baik and Tigran Sloyan.

2. #1
Setting the bar
too high.
You’re attracting the best quality
candidates, right?
Wrong.
What you may be doing is limiting
your applicant pool. By setting the
bar too high, you’re eliminating
potential employees that could
have joined your organization and
done a good job for you.

3. #2
Bar is set too
low.
Allowing a lot of people to enter the
recruiting funnel – who aren’t
qualified to do the job – can slow
down your interview process and
waste a lot of valuable time.

4. #3
Finding the
sweet spot.
● Begin by assessing your
company and the role itself.
Start-ups, for example, need all
new employees to contribute
immediately. That means you
need to be more selective.
● Gather data to avoid making
evaluations in a bubble.
Evaluate based on the data
from all applicants, not just the
score alone.

5. Learn more at CodeSignal.com