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Posts tagged with:  recruitment

Recruitment disrupted

By: The Posts Author | Posted on: 9 Oct 20

An ideal recruitment processAfter decades of research and development my colleagues and I have launched an entirely new approach to recruitment assessment. This approach will improve recruitment outcomes while reducing recruitment costs, and give early adoptors a big advantage over competitors in the recruitment market.The predictive validity of recruitment assessmentsFor nearly a century, the most predictive recruitment assessments have been multiple-choice tests of mental ability. Their popularity has waxed and waned, but the evidence has been remarkably stable. Despite accusations of bias and irrelevance, their predictive validity is strong and undeniable.Predictive validity is important. As Hunter, Schmidt, & Judiesch (1990)

An ideal recruitment processAfter decades of research and development my colleagues and I have launched an entirely new approach to recruitment assessment. This approach will improve recruitment outcomes while reducing recruitment costs, and give early adoptors a big advantage over competitors in the recruitment market.The predictive validity of recruitment assessmentsFor nearly a century, the most predictive recruitment assessments have been

What would a rational recruitment process look like?

By: The Posts Author | Posted on: 4 Jul 20

For 50 years we’ve known that the best predictor of recruitment success is mental ability. In fact, according to the most recent meta-analysis of research on the predictive power of recruitment assessments, mental ability, on it’s own, predicts 42%–45% of the variance in workplace performance (Schmidt, Oh, & Schaffer, 2016).The following graph shows the overall distribution of the predictive power of various assessments and other hiring criteria.Schmidt, Oh, & Schaffer, 2016So, what have we done with this information? Not much. Many of today’s recruitment processes weigh factors like culture fit, 360 results, emotional intelligence, and personality more heavily than evidence

For 50 years we’ve known that the best predictor of recruitment success is mental ability. In fact, according to the most recent meta-analysis of research on the predictive power of recruitment assessments, mental ability, on it’s own, predicts 42%–45% of the variance in workplace performance (Schmidt, Oh, & Schaffer, 2016).The following graph shows the overall distribution of the predictive power

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