The Science of Selection
Academic qualifications and past job experience are poor predictors of future job performance. General Mental Ability, Structured Interviews, Work Sample, and Job Tryouts are scientifically proven to have better predictive validations.
How it Works
Structured Interviews work in two simple ways.
Ask the same set of questions, often in the same order.
Use the same evaluation criteria.
Behavioral interview questions
Situational interview questions
Puts candidates in a hypothetical situation related to the job (i.e., “What would you do if . . . ?”).