BAMM incorporates biases, assumptions, myths, and misconceptions which, though invisible, can significantly skew our judgment and decision-making in hiring processes.
Biases skew perception and lead us towards favoring certain ideas, while assumptions oversimplify, resulting in blind spots and sometimes misinformed decisions related to employee training.
Examples from learning and development show that relying on myths, such as the learning styles fallacy, prevents effective training outcomes and can misallocate resources.
Despite a low return on candidate surveys, satisfaction levels remained high, raising questions about how BAMM affects perceptions of the hiring experience.
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