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.
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