The truth is that it has been a long time (23 years to be precise) since a study has explored the best methods for selecting top-performing employees by amassing and re-analyzing data from hundreds of previous smaller studies.
In this most recent study exploring the validity of different selection methods (i.e., the degree to which a measure accurately predicts future job performance), a lot of what we have always known in the employee selection space still holds true. To have the best chance of success in selecting the right person for the role, you need to make sure that your selection methods meet three key criteria. Your tools and processes need to:
- Tap and assess the knowledge, skills, abilities, and characteristics that are truly required to do the job successfully;
- Measure those elements reliably (i.e., measure the characteristics in a dependable or consistent manner); and,
- In general, taking a structured approach (i.e., one that is consistently delivered across all candidates for a role and evaluated against clearly established criteria) leads to more consistent, fair/unbiased, and effective decisions.
This newer meta-analytic study also gives us some insights into selection tools that have become more widely used in recent years, such as assessments of emotional intelligence and personality. As certified Predictive Index® practitioners, of particular interest to us were the findings around personality assessments since this is an area where we often advise and inform our clients’ practices.
According to research to date, personality-based assessments are more predictive of performance when their focus is on work-related behaviors (i.e., how candidates show up at work) rather than on general personality traits such as conscientiousness or agreeableness devoid of context.
Findings like these only reaffirm the value the PI Behavioral Assessment™ can bring to a company’s selection process. The tool asks candidates two questions, both of which relate to how they show up at work. It is backed up by decades of research demonstrating its validity and reliability within work-related contexts. It provides a methodology for establishing a standard against which to evaluate the fit of the candidate to the job requirements, from a behavioral profile perspective. Finally, it offers structured interview guides to explore relevant areas of candidate alignment or misalignment with the role.
If you would like to learn more about how to leverage tools like the PI Behavioral Assessment™ to enhance your hiring process and boost your new hire retention and job success rates, feel free to reach out to connect with one of our certified PI® practitioners.
