BEST PREDICTOR OF JOB PERFORMANCE IS..... 1️⃣ Previous Experience (has done job before) 2️⃣ Academic achievement (good school, good grades) 3️⃣ IQ - cognitive agility (IQ test the candidate) 4️⃣ Attitude (can do / will do) 5️⃣ Culture fit (shares values, language, behaviours) 6️⃣ Personality traits (innate, crib born) 7️⃣ Luck (anyone can fail, anyone can succeed) 8️⃣ Context (rising tide lifts all boats...) 9️⃣ Functional test (if job has a large testable component) 🔟 Appearance (he looks the part!) If you could top 3 of these, what is your 1,2 and 3? EDIT: doing this with Rina Joosten-Rabou Pera on the 28th Nov - register https://lnkd.in/eQ-VpstN
Ken Collins
1mo
I'd add another (in my view the most important) 🔟 ➕ 1️⃣ Does it make sense? By this I mean is it a logical next step for the individual and for the company.
IQ and cognitive isnt the same. IQ measures some cognition. But not all. And IQ are the cognitive measures that best correlated with academic achievement Cognition often leads to personality. But if you delete the IQ part I say 3 and 4. But the more senior you get. The more experience masters. But measured in quality. Not did you do the job. But are you great at it
Chris Brady
1mo
I’d add 1️⃣1️⃣ Grit or Perserverance (don’t give up). This is different than attitude. 6️⃣ Really important. Some people are born to do a job and they will exceed another person with 10 years experience. 5️⃣ They won’t last if the don’t feel comfortable in the environment
Thomas Lock
1mo
4, 6, 1 (if references are checked!)
Victoria H.
1mo
Hung Lee- will this session be recorded and shared somehow? I ask b/c the session is taking place at 3am my time. :)
Alexandre Baudet
1mo
8. END or 9 and 6. It partly depends on your context and beliefs (whether feeling-based or science-driven, "statistical religion," etc.), but here’s an interesting visual source: https://www.cognadev.com/blog/assessment-issues/predicting-job-performance The closer a tool is to 1 (on the right side), the stronger its predictive power of job performance. That said, be extra cautious—there are still active debates surrounding the relevance of recent studies (2022, 2023, 2024) in comparison to older ones (1998 or 2016). This source/graph is not *the* definitive answer, as there is none (yet), in my opinion.
Sam Newell
1mo
1, 5, 8. 6 doesn't exist.
Multi Award Winning, Transformative Talent Acquisition Leader | Driving Innovation | Employer Branding Strategist | Recruitment Enablement & Talent Intelligence | T. A. Consultant & Enthusiast | RL100 Member
1moOohh interesting 🙂, definitely going to have a mixed bag of response on this one, but here are my thoughts. 3️⃣ - IQ - Cognitive Agility: Studies has shown and everything I have read/seen, cognitive ability is the strongest predictor of job performance 4️⃣ 5️⃣ 6️⃣ I agree with Karen Nicholson PgDipHRM, are all linked with Behaviours, and all very important 9️⃣ - Functional Test: Skill Based Test can directly measure job-related skills and have high validity correlations with actual performance if designed/delivered and assessed correctly 1️⃣ - Previous Experience: Experience is great, but Just because someone has done something before doesn’t mean they were good at it, or they’ll do it well again. They may be able to 'talk a good talk' but we need to assess this in conjunction with the above