The best predictors for good job performance are volunteering, putting in extra effort, cooperating, following rules and procedures, and endorsing organizational goals. Date created: 2011 1 min read Comment: Mom always said that personality and
smarts go farther than good looks. And now even psychologists are on her side. For years, psychologists turned to cognitive ability, brainpower, as a predictor of job performance. Smarter people were considered more likely to succeed on the job. But intelligence is only part of the story. Other important factors in job performance—creativity, leadership, integrity, attendance, and cooperation—are related to personality, not intelligence. When psychologists are trying to
determine what kind of personality someone has, they look at the "Big Five": whether someone is an extravert; whether they are agreeable; whether they are conscientious; whether they're emotionally stable; and whether they're open to experience. Beyond that, though, psychologists disagree. One research camp argues that conscientiousness—being responsible, dependable, organized, and persistent—is generic to success. But using conscientiousness as a standard of job performance
won't work for all jobs. For some jobs, particularly creative ones, conscientiousness may be a liability, rather than an asset. Some research shows that while conscientiousness predicts performance in realistic and conventional jobs, it impedes success in investigative, artistic, and social jobs that require innovation, creativity, and spontaneity. Interpersonal skills are another predictor of job performance. As the workplace moves toward teamwork and service-oriented jobs, evaluating
interpersonal skills becomes increasingly important. Psychologists say that what they call 'contextual performance' also leads to good job performance. Contextual performance means doing things beyond the simple job performance, such as volunteering, putting in extra effort, cooperating, following rules and procedures, and endorsing the goals of the organization. If you're looking to see if you'll do well at a job, you need to see if you have the personality that fits the job, not just the smarts to do the job. Thanks to Joyce Hogan, PhD, in private practice in Tulsa, Oklahoma; Michael Mount, PhD, of the University of Iowa in Iowa City; and Stephan Motowidlo, PhD, of the University of Minnesota in Minneapolis. The full text of articles from APA Help Center may be reproduced and distributed for noncommercial purposes with credit given to the American Psychological Association. Any electronic reproductions must link to the original article on the APA Help Center. Any exceptions to this, including excerpting, paraphrasing or reproduction in a commercial work, must be presented in writing to the APA. Images from the APA Help Center may not be reproduced. Related and recentThe best predictor of job performance: 5 types of cognitive ability tests Share Every time an open role is advertised, recruiters face screening stacks of resumes — many of them almost exact duplicates of each other. Assessing applications by candidate resumes doesn’t enable recruiters to predict future success in the role effectively. The good news is that cognitive ability testing can. With the cost of bad hires soaring, you need a better, data-driven method of predicting job performance. Here, we go through why cognitive ability tests are great predictors of job performance and five types of cognitive testing you can perform to ensure you hire the right candidate every time. Table of contents
What are cognitive ability tests?Cognitive ability tests are pre-employment tests used to measure a range of cognitive and mental abilities, such as problem-solving, spatial reasoning, and numerical reasoning. For senior roles, cognitive ability tests help recruiters measure candidates’ abilities to think on their feet and make important decisions while considering multiple variables. For junior roles, these tests help you identify candidates with high potential. Why cognitive ability tests are great predictors of job performanceCognitive ability tests are not just another tick box exercise. They closely examine how candidates think rather than measure what they know. The tests themselves are usually short, and candidates answer multiple-choice questions. Most commonly, they consist of logic puzzles, reading comprehension, or math problems. The tests also have a time limit, which replicates the real working world where candidates will be expected to make quick, intelligent decisions. Here are just a few ways in which cognitive ability tests are great predictors of future job performance:
There are several types of cognitive ability tests that assess your candidate’s capacity for verbal and mathematical reasoning, perception skills, critical thinking abilities, attention to detail, and problem-solving skills. Here, we go through five cognitive ability tests that help predict job performance, including the roles for which each is most suitable. 1. Numerical reasoning testsNumerical reasoning tests are designed to measure a candidate’s ability to interpret and work accurately with numbers. Typically, these tests present candidates with a range of standard questions involving sequences, fractions, ratios, and percentages. They also test a candidate’s ability to understand number patterns and interpret tables, charts, graphs, and diagrams. Numerical reasoning tests are useful when hiring for roles involving data interpretation and analysis, commonly found in the banking and finance sector. However, numerical reasoning tests are also valuable for assessing candidates for the following roles:
2. Verbal reasoning testsVerbal reasoning tests measure a candidate’s verbal agility, including their ability to reason, comprehend, and express themselves verbally or in writing. They also assess your candidate’s ability to make accurate conclusions from written information and how well they can extract important details. These tests usually ask candidates to identify relationships between words, replicate words with analogies, and answer a series of true/false/cannot be determined questions. Although verbal reasoning tests are handy when hiring for jobs that require employees to analyze reports, they’re also used across a wide range of industries and roles. Most commonly, they assess candidates in the legal, engineering, and consulting sectors. They are commonly used for candidates applying for legal, engineering, consulting, executive positions (especially in the financial sector), and civil service jobs. 3. Spatial reasoning testsSpatial reasoning tests evaluate your candidate’s ability to visualize and manipulate shapes, objects, and forms. There are four types of spatial reasoning abilities, including spatial visualization, mental folding, mental rotation, and spatial working memory, each of which is important in science, technology, engineering, and math (STEM) related jobs. These tests require candidates to analyze 2-dimensional and 3-dimensional objects and space and often ask them to mentally reconstruct the objects. This indicates how well candidates can visualize a whole shape from its contingent parts. This type of cognitive ability test is most useful in industries like architecture, engineering, and game design, but it’s also helpful for assessing candidates for the following roles:
4. Critical thinking testsCritical thinking tests determine a candidate’s ability to logically analyze, conceptualize, and evaluate information, as well as make objective decisions and formulate appropriate solutions. These tests measure candidates’ critical thinking skills by asking them to:
Candidates will be presented with both numerical and written data and asked to assess a statement based on this data. Critical thinking tests are useful in assessing candidates for a variety of roles, including:
They can also be used to help existing employees improve their critical thinking skills. 5. Problem solving testsProblem solving tests involve asking candidates to solve business problems using deductive, inductive, and quantitative reasoning. Candidates are presented with different scenarios and asked to analyze data and textual information and produce the most appropriate and effective solution. These tests present candidates with challenges such as scheduling around diverse conditions and identifying the correct sequence of actions based on business rules. Problem solving skills encompass various abilities but are generally related to a candidate’s ability to successfully manage and find solutions for complex and unexpected situations. Problem solving is a key skill across many industries and a desired skill for the following specific roles:
Predict candidates’ future job performance with cognitive ability testsCognitive ability tests are great predictors of future job performance. Yet, traditional interview processes aren’t designed to assess candidates’ cognitive skills and capabilities, leading hiring managers to make bad hiring decisions. To start making informed hiring decisions that allow you to predict a candidate’s future job performance, get started with TestGorilla for free today. Hire the best candidateswith TestGorilla.Create pre-employment assessments in minutes to screen candidates, save time, and hire the best talent. Try for free What type of interview is the best predictor of job performance and overall effectiveness group of answer choices?What type of interview is a predictor of job performance and overall effectiveness? Feedback: As a predictor of job performance and overall effectiveness, the structured interview is much more reliable than the unstructured, semistructured, or informal interviews.
Which type of interview typically has the highest validity in predicting job performance?2) Which type of interview typically has the highest validity in predicting job performance? Situational interview. (A situational interview may have high validity in predicting job performance because it focuses on how a candidate has handled a type of situation in a previous job situation.)
Which of the following is the best predictor of job performance quizlet?Cognitive ability appears to be the best predictor of task performance across all job situations.
Which interview questions would be considered illegal Select all that apply?It is illegal to ask a candidate questions about their:. Age or genetic information.. Birthplace, country of origin or citizenship.. Disability.. Gender, sex or sexual orientation.. Marital status, family, or pregnancy.. Race, color, or ethnicity.. Religion.. |
What type of interview is the best predictor of job performance and overall effectiveness?
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