I haven’t looked into this recently, but last time I looked at the literature behavioral interviews were far more predictive of job performance than other interviewing methods.
It’s possible that they’ve become less predictive as people started preparing for them more.
The two highest mean validity paired procedures for predicting job performance are general mental ability (GMA) plus an integrity test, and GMA + a structured interview (Schmidt et al 2016 meta-analysis of “100 years of research in personnel selection”, reviewing 31 procedures, via 80,000 Hours – check out Table 2 on page 71). GMA alone beats all other single procedures; integrity tests not only beat all other non-GMA procedures but also correlate nearly zero with GMA, hence the combination efficacy.
A bit more on integrity tests, if you (like me) weren’t clear on them:
These tests are used in business and industry to hire employees with reduced probability of counterproductive work behaviors on the job, such as fighting, drinking or taking drugs, stealing from the employer, equipment sabotage, or excessive absenteeism. Integrity tests do predict these behaviors, but surprisingly they also predict overall job performance (Ones, Viswesvaran, & Schmidt, 1993).
Behavioral interviews – which Schmidt et al call situational judgment tests – are either middle of the rankings (for knowledge-based tests) or near the bottom (for behavioral tendencies). Given this, I’d be curious what value Ben gets out of investing nontrivial effort into running them, cf. Luke’s comment.
I haven’t looked into this recently, but last time I looked at the literature behavioral interviews were far more predictive of job performance than other interviewing methods.
It’s possible that they’ve become less predictive as people started preparing for them more.
The two highest mean validity paired procedures for predicting job performance are general mental ability (GMA) plus an integrity test, and GMA + a structured interview (Schmidt et al 2016 meta-analysis of “100 years of research in personnel selection”, reviewing 31 procedures, via 80,000 Hours – check out Table 2 on page 71). GMA alone beats all other single procedures; integrity tests not only beat all other non-GMA procedures but also correlate nearly zero with GMA, hence the combination efficacy.
A bit more on integrity tests, if you (like me) weren’t clear on them:
Behavioral interviews – which Schmidt et al call situational judgment tests – are either middle of the rankings (for knowledge-based tests) or near the bottom (for behavioral tendencies). Given this, I’d be curious what value Ben gets out of investing nontrivial effort into running them, cf. Luke’s comment.