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The Science Behind Predicting Job Performance at RecruitmentAuthors: Wyn Davies, Global Product Manager, Pearson TalentLens Angus McDonald, Chartered Psychologist Date: May 2018MORE INSIGHT MORE IMPACTTMIntroduction Recruitment.

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Campbell (1990) defined performance as behaviors or actions that are relevant for the organization's goals and that can be measured in terms of the level of contribution to those goals. These behaviors can be distinguished from effectiveness, which is the impact that behaviors have on outcomes.

Employee referrals are among some of the best recruitment strategies for businesses. Existing employees know the company culture and usually only refer candidates they consider to be a cultural fit. When employees are included in the recruitment process, they can share vacancies with people in their networks.

In terms of performance, conscientiousness is above and beyond the strongest predictor across all job types. This makes sense because conscientious individuals are more driven, have a higher need for job achievement and are more detail oriented. The second strongest personality predictor is emotional stability.

We can see that structured interviews are better at predicting job performance than unstructured interviews. And situational and past behavioral interview questions are the best kinds of interview questions.

Skills assessments are a far better way to simulate the job and predict future job performance than traditional interviews. Assessments allow recruiters to focus on the best person for the role; when used early in the recruitment process, skill assessments do the heavy lifting of screening candidates.

Cognitive ability is consistently the best predictor of job performance across all job types, levels and industries. Cognitive ability covers a wide variety of aptitudes including spatial reasoning, logical reasoning, verbal skills, computational skills, and analytical skills.

This theory states that employee job satisfaction, intrinsic work motivation, and productivity are a function of the characteristics of a job.

The best predictors for good job performance are volunteering, putting in extra effort, cooperating, following rules and procedures, and endorsing organizational goals.

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Form Packages
Adoption
Bankruptcy
Contractors
Divorce
Home Sales
Employment
Identity Theft
Incorporation
Landlord Tenant
Living Trust
Name Change
Personal Planning
Small Business
Wills & Estates
Packages A-Z
Form Categories
Affidavits
Bankruptcy
Bill of Sale
Corporate - LLC
Divorce
Employment
Identity Theft
Internet Technology
Landlord Tenant
Living Wills
Name Change
Power of Attorney
Real Estate
Small Estates
Wills
All Forms
Forms A-Z
Form Library
Customer Service
Terms of Service
DMCA Policy
About Us
Blog
Affiliates
Contact Us
Privacy Notice
Delete My Account
Site Map
All Forms
Search all Forms
Industries
Forms in Spanish
Localized Forms
Legal Guides
Real Estate Handbook
All Guides
Prepared for You
Notarize
Incorporation services
Our Customers
For Consumers
For Small Business
For Attorneys
Our Sites
US Legal Forms
USLegal
FormsPass
pdfFiller
signNow
airSlate workflows
DocHub
Instapage
Social Media
Call us now toll free:
1-877-389-0141
As seen in:
  • USA Today logo picture
  • CBC News logo picture
  • LA Times logo picture
  • The Washington Post logo picture
  • AP logo picture
  • Forbes logo picture
© Copyright 1997-2025
airSlate Legal Forms, Inc.
3720 Flowood Dr, Flowood, Mississippi 39232