Still, if you are hiring in volume for a particular role, an assessment center may well be worth the investment for the increased return in predictive accuracy.Ģ. This is by far the most reliable selection method, yet it is used by only 47 percent of respondents, which is understandable due to the high administrative costs of developing and running an assessment center.

Assessment Centers (Predict Validity 0.68) Of course, these questions have been the mainstay of many hiring processes for some time now.īut, since the topic of assessment tools is on the table, I also thought it would be a good time to take a look at what the most reliable assessment tools are, and which are thought to have the most predictive validity, based on studies by Beardwell et all 2004 and the CIPD 2007. You can find these below in rank order of their reliability.ġ. The good news is that Google’s big data studies also helped it to reveal what actually works, (for the company)/ This was structured behavioral interviewing where: 1) you have a standardized questionnaire for everyone and 2) you incorporate behavioral questions that require interviewees to recollect real examples of their conduct in certain situations, rather than just suggesting how they might behave hypothetically. Yes, it seems that Google did its own exhaustive “big data'” analysis and found that these brainteaser questions don’t “actually predict anything”, and they primarily serve to “make the interviewers look smart”. Many of us in the trade may have been surprised to hear the announcement from Google SVP of People, Laszlo Block, that their famous brainteaser questions, such as, “ How many golf balls can you fit into an airplane? “ or “How many gas stations are there in Manhattan?” are in fact a waste of time.

Valid assessment tool