How to use multiple assessment methods

Over the years a lot of research has been done into which selection practices best predict job performance.

However, it would seem that many HR professionals are holding onto outdated misconceptions about the best ways to assess and rank candidates.

Most common incorrect answers by HR Managers about assessing Candidates

All of the statements below are false. However, the percentages show the number of HR managers who either thought a statement was true or didn’t know whether it was true or false.

Frank L. Schmidt, Professor of Psychology at the University of Iowa, conducted an exhaustive review of 100 years of research findings examining which selection methods can predict job performance.

What’s clear from his research is that to get the full the picture, we need to look at candidates from different angles.

Structured interviews and reference checks still provide an important view of a candidate – but add in assessments for competence, personality, work ethic and emotional intelligence, and your chance of selecting a high-performing candidate jumps.

Take a look at which hiring selection practices work best – they’re ranked from most effective down to least effective:


Assessing candidates in multiple ways enables you to capture much more than a mere outline or glimpse of candidate’s suitability. Where possible, tests should also be multi-dimensional – cognitive, personality and work-ethic tests function more effectively together rather than alone.

Using a range of high-quality assessment methods provides a much clearer picture of a candidate’s potential job performance.

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