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From Laszlo Bock, former SVP of People Ops @ Google. > [1] The best predictor of how someone will perform in a job is a work sample test (29 percent). This ent
by skylark 10y ago
From Laszlo Bock, former SVP of People Ops @ Google.
> [1] The best predictor of how someone will perform in a job is a work sample test (29 percent). This entails giving candidates a sample piece of work, similar to that which they would do in the job, and assessing their performance at it.
Based on the statistics he provided, it seems like a combination of work sample and behavioral questions will typically produce the best results.
The problem is that Google gets ~2 million applications per year, so there needs to be an aggressive, quick funneling process. If you're a smaller company, you can definitely afford to slow down and give candidates more of a chance.
[1] https://www.wired.com/2015/04/hire-like-google/ https://www.wired.com/2015/04/hire-like-google/
- jotux 10y agoFrom this paper: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2853669 https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2853669 > On the basis of meta-analytic findings, this paper presents the validity of 31 procedures for predicting job performance and the validity of paired combinations of general mental ability (GMA) and the 29 other selection procedures. Similar analyses are presented for 16 predictors of performance in job training programs. Overall, the two combinations with the highest multivariate validity and utility for predicting job performance were GMA plus an integrity test (mean validity of .78) and GMA plus a structured interview (mean validity of .76).