- 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.
