Engineering Better Workplace Environments | Applying Emotional Intelligence to Understanding the Problem and Coming Up with Solutions
This meta-analysis was interesting! Take a look at the data. Structured interviews, work samples, GMA (general mental ability) tests, and job knowledge tests ranked high as predictors of job performance. Whereas job experience and openness to work were low indicators for job performance. My takeaway away, to give those who don't have much experience a chance. There are other ways to analyze and predict their job performance. What does your company's hiring process look like? Thanks, Aaron Halliday, PhD for sharing Alaina Ploski, M.S. post! #industrialandorganizationalpsychology #iopsychology #jobperformance #hiringprocess #organizationalpsychology #hiringdecisions
Organizational psychology practitioner & effectiveness leader making workplaces better through evidence-based practice & employee listening.
Raise your hand if you're responsible for making #hiringdecisions 🙋♀️ If so, you may have fallen prey to the idea that years of experience is a solid indicator of how well candidates will perform in the role... The inconvenient truth? Job experience doesn't predict job performance very well at all. Other selection tools and processes are a MUCH better bet, according to heaping amounts of data: structured interviews, cognitive ability measures, & work samples (to name a few) allow you to hire the person who will be most successful in the role. Check out this infographic outlining the strength of job performance predictors to help prioritize how you'll make your future decisions. Thanks to Minerva Psychology for sharing! https://lnkd.in/eF2K8A8k
Approaching Technology as a form of Art.
1y💯 you can always teach the job, however, you can't teach the intangibles, to a new employee. As a leader you have to be willing to teach that being said...