Best and Worst Tools for Predicting Job Fit

Okay Employer, it’s time to hire! You have lined up a bunch of candidates, and now you need to choose… but how? To begin with, let’s take a look at all the tools that are used today for candidate selection, and examine how good of a job these tools do at finding who is going to perform on the job.

So let’s say you are hiring 100 new employees (it might not the case for your individual group, but we need to use a big-ish number to exemplify the picture). The infographic below shows the individual effectiveness of each screening technique. How many out of 100 employees that you hired using this technique will live up to expectations, and actually perform well at their new job? (You can find sources for all the data here.)



  1. Avatar Dragomir T   •  

    Three more methods, not mentioned in the infographic:

    a) ongoing training courses and internship programs;

    b) sample testing tasks (unlike skill testing these do not refer to measuring a specific skill but require applicant to do some of the typical work tasks, instead. This way several different skills are displayed in a real work situation simulation);

    c) portfolio check (unfortunately not equally not applicable to all professions).

    Judging from personal experience these three comprise some of the best predictors. I have no research data to cite, though.

  2. Avatar Chuck Russell   •  

    I agree with most of the inadequacies you call out. However, there are approximately 80,000 occupationally-related psychological assessments in the English language. I suspect that your experience is somewhat limited to make such comprehensive claims about all of them. Certainly most of the more common ones are woefully outdated and not suited for any type of selection. Others are consulting tools, not friendly for everyone’s use. There are a few however, that are so advanced as to disrupt traditional hiring practices.

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