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I’m an IO psych at a large tech company that evaluated pymetrics against job performance and there was no relationship, just near 0 correlations so recommended

I’m an IO psych at a large tech company that evaluated pymetrics against job performance and there was no relationship, just near 0 correlations so recommended not using them and we don’t. These AI tools are not transparent enough in explaining their outcomes and lack what we call face validity or job relevance. A coding test is at least a good filter at the top for entry level roles with large pools because it has relevance and false negatives aren’t as much of a concern (but we test still for disparate impact) otherwise for most roles a structured interview is the best option.

kyrieeschaton 6y ago
Even fairly strong correlations break down on restricted ranges of inputs. Eg, if you're hiring between 80-90th percentile candidates (top ones get better offers, lower ones get filtered out), yes, the correlation will get swamped by noise; not so much if you are hiring between 0 and 100.
curiousllama 6y ago
This is why tech companies are good. Our output basically said "this is entirely indistinguishable from random choice," and we got the response "Great! Can't get sued over randomness!"