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The Science

  • One hundred years of published research has established a league table of assessment methods for selection and training.
  • No single assessment method provides perfect prediction of job performance.
  • Certain combinations of assessment methods provide the best prediction.
  • Tests and other assessment methods are not in competition to see which one is right. Rather, they are complementary.
  • The single most important attribute of any selection method is predictive validity.
  • Interviews have the greatest validity when they are highly structured and based on sound job analysis. Otherwise, their validity is relatively poor.
  • Interviewers have unconscious biases about people that are not job relevant.
  • Research has shown that up to 90% of candidates distort the truth to some extent in employment interviews.
  • CVs have a poor record of predicting performance. They are unstandardized and they tell readers what the candidate wants them to know.
  • Tests used in development should also be able to demonstrate a correlation with job outcomes if they are to be considered credible.