Your grasp of the research is out of date. From the 1998 meta-analysis > The most well-known conclusion from this research is that for hiring employees withou

Your grasp of the research is out of date. From the 1998 meta-analysis > The most well-known conclusion from this research is that for hiring employees without previous experience in the job the most valid predictor of future performance and learning is general mental ability ([G M A ], i.e., intelligence or general cognitive ability; Hunter & Hunter, 1984; Ree & Earles, 1992). > Work sample measures are slightly more valid but are much more costly and can be used only with applicants who already know the job or have been trained for the occupation or job. http://www.flume.com.br/pdf/Scmidt_The_validity_and_utility.pdf http://www.flume.com.br/pdf/Scmidt_The_validity_and_utility.... From the 2016 meta-analysis by the same author. > 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) Work sample tests do not work as well as the old research suggests Table with effects linked below https://m.imgur.com/jULz7RE https://m.imgur.com/jULz7RE More recent paper https://www.google.com/url?sa=i&source=web&cd=&ved=2ahUKEwi1x46z0uzhAhWSAHwKHamyCPYQzPwBegQIARAB&url=https%3A%2F%2Fwww.researchgate.net%2Fpublication%2F309203898_The_Validity_and_Utility_of_Selection_Methods_in_Personnel_Psychology_Practical_and_Theoretical_Implications_of_100_Years_of_Research_Findings&psig=AOvVaw05ooOefVZxP5lN3tSnonHH&ust=1556329789071905 https://www.google.com/url?sa=i&source=web&cd=&ved=2ahUKEwi1...