• Richard Melrose

    The reason that recruiters are overwhelmed is that they are using legacy approaches to screening and selection.

    Morover, those same legacy approaches lead to demonstrably poorer hiring decisions.

    “There’s a huge pipeline of people we haven’t quite tapped into,” she [Debbie Roeder] says, and they [recruiters] are “trying to figure out how to process them.”

    They don’t have to ‘figure it out’. Employee referrals can take valid, job-matching assessments that enable direct comparisons to the Performance Models based on Job Analyses of available jobs. The Performance Models capture the scale score ranges of Top Performers in any position of interest. Job matching in this way has the highest predictive validity for job performance and job learning (training). It incorporates General Mental Ability measures along with Behavioral and Occupational Interest dimensions; the assessment also provides candidate-specific Structured Interview questions. This is the “Whole-person” assessment approach confirmed by science and recommended by the U.S. Department of Labor. Employers should add an Integrity test (assessment) to this regimen to further boost predictive validity for job performance.


  • Keith Halperin

    @ Richard: Well said. Through-source (automate) the job-matching, and then out-source (send away) the subsequent candidate development for a cost of $250/week or less/person (who would otherwise do the work).



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