'Back-Door' Base Closures
Biden Talks Loss With Fallen Troops' Families
Neely Out at GSA
More USPS Buyouts
Gimme My Discount! Deals for Feds
Buyout Watch: Who's Offering What
Predicting Performance
- July 1, 2005
- Comments
Most agencies award points to job applicants based on training and experience, which are among the worst predictors of future success.
| Assessment method | Correlation to future job success |
|---|---|
| Work sample test | 29 |
| Structured interview | 26 |
| Mental ability test | 26 |
| Applicants describe job-related experience | 20 |
| Integrity test | 17 |
| Unstructured interview | 14 |
| Role playing | 14 |
| Situational judgment test | 12 |
| Reference checks | 7 |
| Grade-point average | 4 |
| Years of job experience | 3 |
| Training and experience point method | 1 |
Sources: Psychological Bulletin, Journal of Applied Psychology, Merit Systems Protection Board analysis
Costly Mistakes
Hiring the wrong person is expensive. Costs include wasted salary, benefits, severance pay, recruiting and training costs, and hiring time, according to the Corporate Leadership Council, a Washington-based consulting group.
Costs of a Bad Hire:
- Entry level $5,000-$7,000
- Mid-level $40,000
- Upper level $300,000
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