In turbulent times, hiring the right people is tougher—and more critical—than ever. While tech giants like Apple or Google attract top talent with ease, most organizations face challenges adapting to rapid technological shifts, economic and policy uncertainty, and evolving workplaces. And this could well be the new normal. To build effective and resilient teams, you need a hiring process grounded in proven predictors of success.
Unexpected disruptive forces may require updating traditional conventions. To rethink outdated hiring processes, start with fundamentals: What do we know to be true about employee success? By focusing on proven predictors, you can build a hiring system that delivers results.
Our mission as a professional consulting firm is to help organizations hire people who thrive. Applying the fundamental principles of our profession and our years of experience helping clients hire and develop great people, we understand predictors of success that hold across industries and time.
Best Predictors of Employee Success
Research and real-world experience confirm these universal traits as robust predictors of success:
Conscientiousness: Discipline and reliability drive consistent performance across roles.
Cognitive Ability: Strong problem-solving and learning capacity ensure task mastery.
Adaptability: Quick learning and resilience thrive in dynamic workplaces.
Interpersonal Effectiveness: Collaboration and communication build team success.
Role Fit: Aligning skills and motivations with job demands maximizes performance.
How to Hire High Performers
Assess Conscientiousness: Use personality assessments (e.g., eTest.net) and ask about such experiences as meeting deadlines and staying organized in structured interviews.
Test Role Fit: Match skills and motivations with job demands through technical tests or value-based questions.
Measure Cognitive Ability: Use aptitude tests or work-sample tasks to evaluate problem-solving.
Evaluate Adaptability: Ask for examples of overcoming setbacks or use situational judgment tests.
Gauge Interpersonal Skills: Incorporate role-plays or peer feedback to assess collaboration.
Try Before You Hire: Test candidates via internships, projects, or temp roles.
Key Considerations
Tailor to Role: Predictors like social skills matter more for sales than coding.
Ensure Fairness: Use valid, bias-free tests to maintain fairness and accuracy.
Support Success: Even great hires need strong management and culture to thrive.
Why It Works
Focusing on universal predictors ensures hiring decisions are based on objective truths, not assumptions like degrees or connections. This approach is fairer, delivers better hires, reduces turnover, and adapts to any role or industry.
Get Started
Ready to build a hiring process that thrives in today’s turbulent landscape? Contact us for a free consultation to create a tailored, evidence-based system that attracts and retains top talent. Act now to strengthen your team for the future.