A method where every step follows a predefined, evidence-based framework. Research shows it can more than double the number of high performers in your hires.
Structured hiring is a systematic approach where each step follows a predefined process grounded in research. The core question: are we measuring what actually predicts success in this role?
Most organisations believe they already hire in a structured way. They have job descriptions, interview processes, assessment tools. But structure isn't about having tools. It's about connecting every step into a single decision framework.
The difference between "we have a process" and "we have a structured process" is the difference between hoping your interviews are predictive and knowing they are.
60 high performers per 100 hires with structured methods. 31 with unstructured. Same budget.
Sackett et al. (2022, 2023) showed that while methods like structured interviews and cognitive ability tests are strong individual predictors, combining multiple validated methods into composites consistently yields the highest overall predictive validity.
In practical terms: roughly 60 high performers per 100 hires with structured methods, versus 31 with unstructured. Nearly double the hit rate, same hiring budget.
Alva's hiring system is built around the DAADI framework. Each stage builds on the previous one:
Define. Establish measurable success profiles before anyone applies. Which abilities, traits, and skills predict success?
Attract. Targeted sourcing and screening based on those criteria. Reach candidates likely to match.
Assess. The scientific core. Combine psychometric assessments with structured interviews, coding tests, or other role-relevant methods. The power is in the composite.
Decide. Role Fit scoring combines all data into one composite score weighted to your criteria. Replaces subjective debriefs with structured decisions.
Improve. Track which scores predicted actual performance. Feed outcomes back into definitions. Every hire makes the next one more accurate.
The challenge with structured hiring has never been the science. The methods are well-established. The challenge has been making it practical enough that hiring managers actually follow it.
Alva solves this by turning science into software. AI-assisted success profiles. Adaptive assessments in under 30 minutes. Interview templates with predefined questions and scoring anchors. Automatic Role Fit scoring. And analytics that close the feedback loop.