When the economy finally turns around, you’ll start hiring people again. You’ll sift through dozens of impressive-sounding résumés — who knew there were so many VPs in the world? — and bring in the standouts for the critical final stage: the interview. You’ll size them up, test the “culture fit,” and peer into their souls. Then you’ll make your decision. This is the Official Hiring Process of America. And it ignores, almost completely, what decades of research tell us about how to pick good employees.
Here’s the reality: Interviews are less predictive of job performance than work samples, job-knowledge tests, and peer ratings of past job performance. Even a simple intelligence test is dramatically more useful.
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