NEWSLETTER - PREDICTIVE ACCURACY OF VARIOUS SELECTION ACTIVITIES

The effectiveness of a candidate's selection and the prediction of their success within an organization varies according to the instrument(s) and procedures used through the hiring process. Some activities have no predictive qualities while others are quite good at predicting success. The graph below shows the various activities that can be used in candidate selection. The scale goes from Zero (0.0) or Chance Prediction, to 1.0 or Perfect Prediction. Typical interviews have a predictive score of about .20. This is better than chance although still low. Structured behavioral interviews almost double the predictive ability of traditional interviews and have a predictive index of .35. Adding work samples to the structured behavioral interview significantly increases the predictive index to over .50. Understanding the competencies of a position and developing effective interview guides helps organizations make better selection decisions.

Atsaides Associates, Inc. can help your organization better understand the competencies of key positions and help you develop effective interview guides to be used in the selection of outside candidates. We also have a behavioral interviewing training program (Advanced Behavioral Interviewing Strategies) available that can be taught to your hiring managers. Contact us for more details.