Overview
Performance Insight’s selection assessments measure only those attributes that have consistently correlated with job performance. Rigorous, scientifically-validated research has demonstrated that General Cognitive Ability (Schmidt & Hunter, 1981, 1998), Conscientiousness (Barrick & Mount, 1991), Emotional Intelligence (Goleman, 1998, 2001, 2002), and biodata (Hunter & Hunter, 1984) are the best predictors of job performance. Performance Insight also utilizes integrity tests to discriminate between applicants who may be trying to misrepresent themselves in an overly positive light and to screen-out individuals who historically have demonstrated counterproductive behaviors or attitudes at work and in society.
General Cognitive Ability, or intelligence, is the single best predictor of job performance across all organizations and positions. Individuals with higher levels of cognitive ability acquire new information more easily and more quickly, and are able to use that information more effectively. We utilize culture-fair intelligence measures that assess both verbal and nonverbal cognitive abilities. When general cognitive ability is combined with Conscientiousness, “it is often possible to account for 20-30% of variance in job performance, with even higher predictability in more complex jobs” (APA Online, 2006).
Conscientiousness assesses the degree of organization, persistence, and motivation in goal-directed behavior. Individuals that are high in conscientiousness tend to be organized, hard-working, self-directed, punctual, scrupulous, ambitious and persevering. Performance Insight understands that Conscientiousness is the personality trait that best predicts job performance. Other personality dimensions might be useful, but do not predict job success as powerfully.
The use of biographical data, or Biodata, as a selection tool is based on the axiom that the best predictor of future behavior is past behavior. This principle has been supported by industrial/organizational research finding biodata to be among the most valid selection predictors (Association for Advanced Training in the Behavioral Sciences, 2001). We not only assess an applicant’s work performance history, but also his or her social background, educational history, health and health behaviors, as well as general attitudes and preferences.
Integrity Tests are designed to identify applicants who possess potentially troublesome attitudes or antisocial traits that may be problematic in the workforce. Performance Insight utilizes integrity tests deemed by the US Congress (Office of Technology Assessment, 1990) to be scientifically-validated for predicting employee turnover, absences, lateness, and disciplinary actions.
Emotional Intelligence (EI) is a form of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide ones thinking and action (Salovey & Mayer, 1990). When studies have examined the predictive validity of EI when compared to IQ (general cognitive ability), Rooy & Viswesvaran (2004) found IQ to be a better predictor of work and academic performance than EI. However, when it came down to the question of whether an individual will become a “star performer” (in the top 10%) within that role, or an outstanding leader, IQ may be less powerful predictor than emotional intelligence (Goleman 1998, 2001, 2002).
“Whether someone is the “right person” has more to do
with character traits and innate capabilities than with specific knowledge,
background or skills”
– Jim Collins research author of Built
to Last and Good to Great