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How can we improve the quality of our hiring systems?
Traditional Hiring Methods
Most employers use a combination of application, interviews, resumes and employment reference checks. These methods are best described as subjective. Traditional hiring methods are highly vulnerable to data distortion or falsification. Resumes are often exaggerated or falsified. Interviews are greatly influenced by "first impressions, appearance halo effects or chemistry". References are often groomed or coached. Subjective hiring methods provide useful, but limited information.
Modern Hiring Methods
Modern hiring methods use on-line applications, integrity and job fit screenings, personality profile assessments, job matching benchmarks and background checks. The information collected is highly accurate and reliable. The information collected can also used to improve performance through individualized coaching and management. Objective hiring methods make your hiring process more defendable to any EEOC and ADA challenges. Screenings and profiles are not as vulnerable to faking or distortion and halo effects. Validity indicators on assessments help to verify the authenticity or candor of the candidate's responses.
Research Shows the Relative Value of Different Hiring Methods
Interviews alone - 14% accuracy
Reference Checks + Interviews 26% accuracy
Personality Assessment + Reference Checks + Interviews 38% accuracy
References / Sources:
John E. Hunter and Ronda F Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No. 1, 1984, p. 90;
Robert. P. Tett, Douglas Jackson and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A meta-analytical review, Personnel Psychology, Winter 1991, p. 703. Michigan State University s School of Business
85 years of Personnel Selection Research
Traditional Hiring Methods
Most employers use a combination of application, interviews, resumes and employment reference checks. These methods are best described as subjective. Traditional hiring methods are highly vulnerable to data distortion or falsification. Resumes are often exaggerated or falsified. Interviews are greatly influenced by "first impressions, appearance halo effects or chemistry". References are often groomed or coached. Subjective hiring methods provide useful, but limited information.
Modern Hiring Methods
Modern hiring methods use on-line applications, integrity and job fit screenings, personality profile assessments, job matching benchmarks and background checks. The information collected is highly accurate and reliable. The information collected can also used to improve performance through individualized coaching and management. Objective hiring methods make your hiring process more defendable to any EEOC and ADA challenges. Screenings and profiles are not as vulnerable to faking or distortion and halo effects. Validity indicators on assessments help to verify the authenticity or candor of the candidate's responses.
Research Shows the Relative Value of Different Hiring Methods
Interviews alone - 14% accuracy
Reference Checks + Interviews 26% accuracy
Personality Assessment + Reference Checks + Interviews 38% accuracy
References / Sources:
John E. Hunter and Ronda F Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No. 1, 1984, p. 90;
Robert. P. Tett, Douglas Jackson and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A meta-analytical review, Personnel Psychology, Winter 1991, p. 703. Michigan State University s School of Business
85 years of Personnel Selection Research
Ability + Personality Assessment + Reference Checks + Interviewing - 54% accuracy
Interests + Abilities + Personality Assessment + Reference Checks + Interviews 66% accuracy
Job Matching (benchmarking) + all of the above 75% accuracy
Interests + Abilities + Personality Assessment + Reference Checks + Interviews 66% accuracy
Job Matching (benchmarking) + all of the above 75% accuracy
Integrity Tests (27%) + General Mental Ability (51%) 76%accuracy
Work Sample Tests (24%) + General Mental Ability (51%) 75% accuracy
Structured Employment Interviews (24%) + General Mental Ability (51%) 75% accuracy
Conscientiousness Tests (28%) + General Mental Ability (51%) 69% accuracy
Job Knowledge Tests (14%) + General Mental Ability (51%) 65% accuracy
Job Tryout Procedure (14%) + General Mental Ability (51%) 65% accuracy
Peer Ratings (14%) + General Mental Ability (51%) 65% accuracy
Training and Experience Consistency Method (14%) + General Mental Ability (51%) 65% accuracy
Reference Checks (12%) + General Mental Ability (51%) 63% accuracy
Unstructured Employment Interviews (8%) + General Mental Ability (51%) 59% accuracy
Job Experience in Years (6%) + General Mental Ability (51%) 57% accuracy
Assessment Centers (4%) + General Mental Ability (51%) 55% accuracy
Training and Experience Point Method (2%) + General Mental Ability (51%) 53% accuracy
Work Sample Tests (24%) + General Mental Ability (51%) 75% accuracy
Structured Employment Interviews (24%) + General Mental Ability (51%) 75% accuracy
Conscientiousness Tests (28%) + General Mental Ability (51%) 69% accuracy
Job Knowledge Tests (14%) + General Mental Ability (51%) 65% accuracy
Job Tryout Procedure (14%) + General Mental Ability (51%) 65% accuracy
Peer Ratings (14%) + General Mental Ability (51%) 65% accuracy
Training and Experience Consistency Method (14%) + General Mental Ability (51%) 65% accuracy
Reference Checks (12%) + General Mental Ability (51%) 63% accuracy
Unstructured Employment Interviews (8%) + General Mental Ability (51%) 59% accuracy
Job Experience in Years (6%) + General Mental Ability (51%) 57% accuracy
Assessment Centers (4%) + General Mental Ability (51%) 55% accuracy
Training and Experience Point Method (2%) + General Mental Ability (51%) 53% accuracy
Biographical Measures (2%) + General Mental Ability (51%) 53% accuracy
Years of Education (2%) + General Mental Ability (51%) 53% accuracy
Interests (2%) + General Mental Ability (51%) 53% accuracy
Graphology (0%) + General Mental Ability (51%) 51% accuracy
Years of Education (2%) + General Mental Ability (51%) 53% accuracy
Interests (2%) + General Mental Ability (51%) 53% accuracy
Graphology (0%) + General Mental Ability (51%) 51% accuracy
