By Steven T. Hunt
Hiring good fortune is a accomplished consultant for utilizing staffing checks to rent the easiest staff. Research-based, yet written in easy-to-understand phrases, the e-book explains what staffing tests are, why they paintings, and the way to exploit them. Hiring good fortune is a vital source for making improvements to the accuracy and potency of hiring choice judgements and successfully incorporating checks into any company’s staffing technique.
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Sample text
28 Hiring Success versus high-performing employees because there is not much one employee can do that will make him or her more effective than another employee. Performance variance is a function of both the value of good performance and the cost of bad performance. There are many jobs for which performance variance depends far more on the costs associated with counterproductive behavior than the value of productive behavior. For example, while there may not be much difference in the revenue generated by high-performing versus average-performing parking lot attendants, there may be substantial cost differences between averageand low-performing parking attendants if low-performing employees engage in highly counterproductive acts such as stealing parking fees collected from customers.
Such assessments are said to be invalid or lack validity. There is no value in using an invalid assessment. A validity coefficient of 1 means that an assessment perfectly predicts job performance. No assessment is perfect. It is unrealistic to expect validity coefficients to approach 1. 4. Assessments with validity coefficients in this range are usually valuable for guiding hiring decisions. But their value will also depend on aspects of the next two parameters: the performance variance of the job and the characteristics of the candidate pool.
Even our ability to acquire new knowledge and skills is heavily influenced by the kinds of skills and knowledge we previously acquired. 21 In sum, what you are likely to do in the future is largely determined by the biology you were born with and the things you have already done. The accuracy of staffing assessments does not mean that people are unable to change their behaviors at all. The same research that shows that employee job performance is heavily influenced by stable psychological characteristics that lie 26 Hiring Success outside of the control of companies, and perhaps even the employees themselves, also shows that much of job performance is a result of conscious choices made by employees in response to the work environment companies provide.