Evidence-based management (EBM) is a principle of basing managerial decisions on the best available scientific evidence. In other words, it is making key choices as a manager by considering available data, research, and theory on the topic that can support the decision on a scientific basis. It complements systematic study, which seeks to define patterns by examining relationships and attributing cause and effects, but EBM goes further as to use the latest evidence available (Robbins & Judges, 2019). EBM in this scenario is helpful as it provides objective and logical reasoning to the decisions being made. Despite common misconceptions, according to Robbins and Judge (2019), most managerial decisions are made ‘on the fly’ or spontaneously. While a manager’s instinct, often based on experience and intuition, should not be ruled out, EBM can support this with information and data, which makes subjective decisions much more weighed and objective, which can be beneficial in a range of scenarios.
As explained, EBM bases decisions on systematic scientific evidence. Therefore, a recruiter may benefit by examining business literature that may be relevant to the topic. Evidence on the topic may provide characteristics, professional experience, and competencies that a leader should have for this type of position. Evidence is compiled from years of organizational research to determine scientifically which factors predict the best performance for the job. Furthermore, to maintain EBM, an objective hiring system should be in place to eliminate any potential bias which targets the attributes above that predict success. EBM can be used just for the candidate, but the hiring process itself, configuring various steps and tools. Hiring a leader and innovator requires certain steps which evaluate both objective and subjective qualifications of the candidate in comparison to industry standards.
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). Pearson.