Recalibrating Selection Criteria for Better Outcomes
In recent years, there has been a growing awareness of the need to recalibrate the selection criteria used to evaluate job candidates. Traditional methods, such as relying solely on resumes and interviews, have been shown to be ineffective in predicting job performance and can lead to biases and discrimination.
Cognitive Ability Tests
Cognitive ability tests measure general mental abilities, such as reasoning, problem-solving, and memory. These tests have been found to be valid predictors of job performance across a wide range of occupations.
One reason why cognitive ability tests are effective is that they measure skills that are not easily faked or manipulated. Unlike resumes and interviews, which can be tailored to fit the job description, cognitive ability tests are objective measures of a candidate’s abilities.
Personality Tests
Personality tests measure traits such as conscientiousness, extroversion, and openness to experience. These traits have been shown to be related to job performance in certain occupations.
For example, conscientiousness has been found to be a predictor of job performance in sales, customer service, and administrative roles. Extroversion has been found to be a predictor of job performance in leadership, management, and sales roles.
Work Samples
Work samples assess a candidate’s performance on a task that is similar to the job they are applying for. This can be done through a variety of methods, such as a coding challenge, a writing sample, or a presentation.
Work samples are a good way to assess a candidate’s skills and abilities in a real-world setting. They can also be used to identify candidates who have the potential to be high performers.
References
In addition to cognitive ability tests, personality tests, and work samples, references can also be used to evaluate job candidates. References can provide information about a candidate’s work history, skills, and abilities.
It is important to note, however, that references can be biased and should not be relied on as the sole source of information about a candidate.
Conclusion
By recalibrating the selection criteria used to evaluate job candidates, employers can improve their chances of hiring the best possible candidates. Cognitive ability tests, personality tests, work samples, and references can all provide valuable information about a candidate’s skills, abilities, and potential.
By using a combination of these methods, employers can create a more fair and objective selection process that will lead to better hiring decisions.
Kind regards
Dr. R. Hamilton
