Question 1

What does evidence based hiring mean?

Accepted Answer

Evidence based hiring means every hiring decision, from who gets an interview to who gets an offer, is backed by data that has been tested for reliability and validity, rather than relying on resume keywords, gut feel, or unstructured interview impressions.

Question 2

What is the difference between validity and reliability in hiring assessments?

Accepted Answer

Reliability measures whether an assessment produces consistent results, for example whether a candidate would score similarly on a retest. Validity measures whether the assessment actually predicts something real, such as job performance. An assessment can be reliable without being valid, so Glider AI assessments are built and tested to satisfy both standards before they are used for hiring decisions.

Question 3

How is assessment reliability measured?

Accepted Answer

Glider AI tests reliability using methods such as test retest reliability, which compares scores across repeated attempts, and inter rater reliability, which checks agreement between different human reviewers scoring the same interview. Current benchmarks average Spearman Brown coefficients around .82 for test retest reliability and approximately 77 percent agreement between raters.

Question 4

How much does a bad hire actually cost a company?

Accepted Answer

Industry estimates put the cost of a single bad hire at around 1.4 times that employee's annual salary once recruiting spend, onboarding time, lost productivity, and team disruption are counted, which is why predictive, valid assessments pay for themselves quickly.

Question 5

What makes Glider AI's assessments scientifically valid?

Accepted Answer

Each assessment starts with a structured breakdown of the actual skills a role requires, is written or reviewed by subject matter experts and industrial organizational psychologists, and is checked against real performance outcomes before it is trusted for hiring decisions.

Question 6

Can AI powered assessments reduce bias in hiring?

Accepted Answer

Standardized, criterion valid assessments reduce reliance on subjective signals such as resume format or interview rapport, which are common sources of bias, and instead score every candidate against the same, job relevant criteria.

Question 7

How does Glider AI keep interview scoring consistent across reviewers?

Accepted Answer

Structured scoring rubrics and rater calibration bring inter rater agreement to roughly 77 percent on average, meaning two different interviewers scoring the same candidate are likely to reach a similar conclusion, unlike unscored, free form interviews.

Question 8

What is skills based hiring and why does it matter?

Accepted Answer

Skills based hiring evaluates candidates on demonstrated ability in the specific skills a role needs, covering more than 400 technical and domain areas on the Glider AI platform, rather than filtering primarily on degrees or years of experience, which widens the qualified candidate pool without lowering the bar.

The Science
Behind Glider AI

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Intuition Does Not Scale.

The Glider AI Difference

Structured. Validated. Continuously Calibrated.

Role & Skill Deconstruction

Expert-Led Content Development

Reliability You Can Measure

Validity That Predicts Performance

Evaluating capability, behavior, motivation, and integrity.

Can they do the job?

Will they do the job?

Do they want the job?

Can they succeed in this job?

Where Science Meets Real-World Application

Assessments: Real-World Skills Evaluation

Interviews: Consistency at Speed and Scale

AI Proctoring & ID Verification: Trust the Results

L&D: From Hiring to Skills Mastery

Everything You Need to Know

Reliable. Valid. Defensible.

The ScienceBehind Glider AI