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1. The Science of Employee Selection
When we say that SciRec is all about the science of recruitment, we truly mean it. Our approach combines the insights from decades of scholarly research on employee recruitment, assessment, and selection.
The academic literature has long established that simply assessing certain psychological dimensions (Schmidt, 2016; Schmidt & Hunter, 1998; Sackett et al., 2022), such as General Mental Ability (a measure of intelligence) and Conscientiousness (a personality trait), predict employee performance very effectively. The technical way of saying this is that assessing just a few core traits can explain a great deal of variance in employee performance.
This is why SciRec has developed brief and valid proprietary assessments of the most predictive candidate traits for you to use to choose your next employees.
We recommend page 65 of Schmidt 2016 for a good one-page summary of the validity of various selection methods.
Links
- (Schmidt, 2016) The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years...
- (Schmidt & Hunter, 1998) The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
- (Sackett et al., 2022) Revisiting meta-analytic estimates of validity in personnel Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range
2. Additional Research
We’ve also reviewed and integrated all the important literature from recent decades into our approach, and will continue to integrate new findings. The following papers are some of the many that have influenced the development of our assessments of leadership styles, personal strengths, and other psychological dimensions:
Links
- The validity of conscientiousness for predicting job performance: A meta‐analytic test of two hypotheses.
- Personality and job performance: The Big Five revisited.
- Frontiers | Meta-Analysis of the Validity of General Mental Ability for Five Performance Criteria: Hunter and Hunter (1984) Revisited.
- Cognitive ability and job performance: Meta-analytic evidence for the validity of narrow cognitive abilities.
- Reviewing leadership styles: Overlaps and the need for a new ‘full‐range’ theory.
- Character Strengths Use at Work: a Meta-Analysis of Relations with Work Performance and Employee Wellbeing | Applied Research in Quality of Life
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