Methods of predicting job performance

For many years businesses have tried many ways of methods of analyse job performance. But what is more important is to be able to predict the job performance for future employees. This is because of companies looking at more than just the skillset the candidates have and their qualifications. Prediction job performance is also a way to determine the personality such as their reliability and leadership skills in order to determine how they will perform when working for their business. Most companies look for these within the first interviews of the candidates and they use a variety of methods and tricks to ascertain if the candidates display these qualities to them. Recruiters do this by using decade’s worth of scientific research and use that to make methods in order to select the best people for the job.

 

It is generally believed that intelligence is a major factor in predicting job performance due to the fact that the ability to find quicker and smarter shows the high level of skills at what they can do. However there are many other qualities businesses must look at now other than intelligence primary because of the small amount of people that would fit the role for the job solely based on intelligence. Predicting job performance also varies different with jobs in other sectors in employment. The same methods may not be useful or provide significant information in a creative role than to a business role. However the qualities of teamwork, determination and others alike can be see through some methods that many recruiters can use if they want to see how someone will do in the future.

 

Personality and IQ Tests

 

Of the first methods that can be done before even meeting the potential candidate is giving out tests to work out someone’s IQ and personality. These are not all considered rock solid methods as it is difficult to judge a person’s job performance solely on the results of a test but both of these have their own usage. A personality test lets the company understand the candidate and see the strong characteristics that the person has that could be beneficial to a recruiter. Skills like leadership and the ability to work in a team can be seen in these tests and recruiters can use this as a backdrop for if they want to have an interview with the candidate. The other type of test is the IQ test which mainly focuses on the talents intelligence. The businesses and recruiters that use this only look at the intelligence and the skills that come from it such as spatial awareness to find the talent pool that they can focus on. There are many forms of an IQ test which is useful for a recruiter because then they can find the best ones with the right questions that can suit the needs of the job. There are however some issues that can come from using this method for predicting job performance as it only gives a small look at the candidate and not the whole picture. The problem with some of these tests is that they limit a person personality and quality to the score they receive, which can sometimes undermine the actual skills the candidates have to offer. This is why recruiter and businesses use more than just this method in order to have more than just numbers to ascertain someone’s job performance.

 

Techniques and Questions in Interviewing

 

The other methods of predicting job performance are used primarily in the interview stage with the candidates. Recruiters use the interviews to find personal traits to see how they would benefit in their business. This is known by the candidates as well as they make an effort to appear professional and change their behavior to get the job. The questions the interviewer asks are important as some are said not to get the answer they want, but to see how well the candidates can think quickly in answering them. This method is known as a structured interview. These questions can be for example; what do you hope to achieve in five years or what would you say are your weaknesses? Are used to see what kind of personality and qualities the candidate has which will affect their job performance. Another method during an interview that is used by recruiters is the appearance and mood of the interview. Recruiters look at how a candidate wants to be seen at an interview and how they present themselves in order to see how as a person they will work for them at the company. These simple tactics allow them to know if they are suited for that environment.

 

Validity of Methods

 

While the methods used to predict job performance are used by a lot of businesses today, there does come into question the validity of these methods actually providing sound evidence showing candidates performance at the job once they have it. One of the reasons some of these methods may not always work is the interviewee themselves putting on a show. When they are at an interview, the candidate will try to put on the best performance of themselves for the recruiter with answers to all their questions, the sole reason being to get the job. This doesn’t mean that they can then move that performance into the work that they are assigned to. Another problem that can arise is the validity of questions that suit the needs of particular industries. Structured interviews mainly work for specific places where the answers will fit the work. However places such as digital, creative or manual labor don’t use these questions as that tells the recruiters nothing about what kind of work the candidate can do for them.

In the end, these methods have their good and bad qualities in terms of how well they work. The main focus is the same in that the recruiter is only looking ahead at what that person can achieve and these ways can do that.