The predictive validity of behavioral assessments in hiring
Structured, job-specific methods predict performance about twice as well as unstructured interviews.
Research
What the evidence says about hiring
Much of what organizations believe about hiring has never been tested. Some of it has, and failed. These reviews summarize what the research actually shows, with key findings, method notes and full sources.
Structured vs. unstructured interviews: what the meta-analytic evidence shows
Structured interviews average .42 validity; unstructured interviews average .19.
How behavioral onboarding affects 90-day turnover
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Behavioral hiring during acquisitions and rapid growth
Field study. Subscribe to the monthly brief to get it when it is published.
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