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A Reliable Predictor of Job Performance

Guest post by: Ben Nash

Article Overview: Predicting who will be a top performer is the Holy Grail of the hiring process. There are so many variables that drive job success, however, that hiring managers frequently drop any pretense of a scientific approach and end up trusting their gut. Unfortunately this can reject viable candidates and produce a "cloning effect" (hiring in your own image).

A Reliable Predictor of Job Performance

Predicting who will be a top performer is the Holy Grail of the hiring process. There are so many variables that drive job success, however, that hiring managers frequently drop any pretense of a scientific approach and end up trusting their gut.

Unfortunately this can reject viable candidates and produce a "cloning effect" (hiring in your own image). While hiring decisions made on gut instinct alone can be correct, a way to supplement gut feel is to use validated pre-hire assessments.

If you are trying to fill a customer service position, for example, research has shown that there are two key predictors of a candidate’s success—their level of self confidence and their energy levels. Candidates can be pre-screened for these characteristics and this data can help hiring managers increase their "hit rate". Similar competency predictors are available for other job families too such as: Managers and Executives, Professionals, Technicians, Administrators/Clerical, and Service jobs.

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Article Tags: competency, customer service, decisions, energy levels, gut instinct, hiring managers, hiring process, holy grail, job, jobs, pretense, self confidence, service position, top performer, variables, viable candidates



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