Meta-analyses have revealed that the most valid predictors of job performance are ability measures (cognitive or intelligence tests) and personality assessments, particularly the “Big 5” personality traits, followed by structured job interviews. Together, ability tests and measures of conscientiousness or integrity provide an adjusted validity of 0.65 (Ones, Viswesveran, & Schmidt, 1993; Ones & Viswesveran, 1998). The combination of these measures also helps to reduce the impact of issues such as cultural differences in performance on ability tests and measurement error (Bartram, 2004).
In terms of ‘post-hire’ testing, research has shown that 360 degree feedback systems are one of the most popular and fast-growing types of assessments used in organisations. These systems have evolved as globalisation and the increased pace of change in organisations have resulted in a need for flexible measures of organisational performance that assess a range of competencies rather than specific job skills (Bartram, 2004).