I am interested by the idea of Bitcoin, but I still don’t really understand it.  Its value seems to be based on the perception of its owners and a supply and demand concept.  By nature I am very methodical, detailed, and data driven and as yet I am not convinced to invest.

Whether they realize it or not, many employers are hiring based on gut feel.  Most employers rely on 2 major pieces of information.  A resume (quite possibly exaggerated), and an interview where you generally meet a candidate face to face and get an overall “gut feel” as to whether or not you want to hire this individual.

The Harvard Business Review reported correlations between data available in the hiring process and job performance as indicated below.  NOTE that a resume and interview don’t even make the list!

To minimize your risk, you can support your decision with scientific data.   You can use assessments to measure how a candidate might fit your particular job.  We call this Job Fit or Job Match.  Notice in the list above that job experience and personality tests are on the low end of the scale and cognitive and multi-measure tests rate the highest in correlation to predicted job performance.

Our next generation suite of assessments are multi-measure and provide cognitive (or reasoning ability), honesty and integrity measures, personality or behavioral traits, and occupational interests.  They generally pay for themselves by saving you the cost of one bad hire.  See my article titled How $30 Can Save You $5000 and Help Reduce Turnover