3 ms·
Here's a meta-analysis of the empirical literature: http://mavweb.mnsu.edu/howard/Schmidt%20and%20Hunter%201998%20Validity%20and%20Utility%20Psychological%20Bul
by evanpw 11y ago
Here's a meta-analysis of the empirical literature: http://mavweb.mnsu.edu/howard/Schmidt%20and%20Hunter%201998%20Validity%20and%20Utility%20Psychological%20Bulletin.pdf http://mavweb.mnsu.edu/howard/Schmidt%20and%20Hunter%201998%....
TL/DR: Give the candidate an IQ test and a work-sample test. The next best is an "integrity test", which actually measures mostly conscientiousness. You can totally ignore years of experience and education.
- deleted 11y ago[deleted]
- e12e 11y agoWhat is an "integrity test"?
- e12e 11y agoReflecting a bit on this, and on my comment above re: CVs -- I'm inclined to just start applying to jobs with something along the lines of: I'm above average IQ[1], you can send me a work test at <email>. If the test goes ok, lets talk. Actually, in this light, codeval.com makes (even) more sense. [1] Sadly, not impressively high. I forget what score I got last time, IIRC around 130 or so. Then again, I also have pretty high "Social IQ" (self-assessed ;-), and the tests don't cover that.