The gold-standard tools with high Predictive Validity. Let’s look at three that stand out:
1. Cognitive tests top the list with a PV of around 0.65, making them one of the strongest predictors of job performance. These tests assess general mental ability (GMA), which is crucial for problem-solving and learning capabilities.
2. Work sample tests come next with a PV of approximately 0.54. These tests have candidates perform actual job tasks, providing a highly accurate preview of how they will perform in the role. While highly effective, they can also be more costly and time-consuming to administer.
3. Structured interviews round out the top three with a PV of about 0.51. By using a standardized set of questions, these interviews minimize bias and consistently predict job success.
In the “common garden variety” category, even the highest PV assessment tool (Job Try Outs at 44%) lags behind these gold standards by between 7 and 21%. This is significant when considering that a mere 1% increase in PV can add R54000 to R72000 per annum in economic benefit to an organization per hiring decision.
So we are talking about a potential economic gain of between R378000 (7% gain x R54000) and R1512000 (21% gain x R72000) per hire per year!
However, gold standard tools alone don’t guarantee the Best Assessment Practice (BAP). Factors like incremental validity—how much PV increases when combining assessment tools—the cost of these tools, and what each tool measures are all crucial in determining BAP.
