Performance Prediction

Along with structured interviews, the best predictors for job performance are tests that assess general mental ability and job knowledge. The GMA test assesses a candidate’s capacity for learning, problem-solving, and instruction comprehension, whereas a job knowledge test specifically assesses knowledge and skills relevant to a position. The pattern that emerges is that objective tests for relevant skills and experience are useful in determining whether a candidate will be a good hire. This may seem obvious but subjective bias and irrelevant tests are still abundant in hiring processes.
Want to learn more about using tests to predict job performance? Contact Peterson Loftin, our Vice President, for a free Strategic Needs Assessment.
Published On: December 12th, 2019|Categories: Hiring Consultants, Human Resources|

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