3 ms·

http://mavweb.mnsu.edu/howard/Schmidt%20and%20Hunter%201998%20Validity%20and%20Utility%20Psychological%20Bulletin.pdf http://mavweb.mnsu.edu/howard/Schmidt%20an

http://mavweb.mnsu.edu/howard/Schmidt%20and%20Hunter%201998%20Validity%20and%20Utility%20Psychological%20Bulletin.pdf http://mavweb.mnsu.edu/howard/Schmidt%20and%20Hunter%201998%... 100 years of industrial psychology. See page three. - General mental ability (Are they smart) - Work sample test (of actual work they might do, NOT HAZING/Quizes). - Integrity. (Varipus tests available for this) That gets you > 60% hit rate. Things that do not work. - Reference checks (r 0.26) - experience (years) (r 0.18) - Years of education (r .10)

bmir-alum-007 11y ago
Yup. Business theater is usually stuck in maintaining in-group approval, "industry standards" and historical continuity. My favorite HR signal which doesn't seem to qualitatively work: - non-rigorous certifications The best interview styles are not labeled as such explicitly, whenever possible, because it makes for artificially-awkward pressure, alters expectations and ups the hype and hazing.