created with Envato Most organisations assess the Big Five personality dimensions. But the Big Five is a 30,000-foot view. Facets are where prediction happens. Example: "Conscientiousness" is too broad for precise prediction. But its facets tell a different story: → Achievement-striving predicts sales performance → Deliberation predicts quality control roles → Order predicts administrative success → Self-discipline predicts project management Same trait, completely different

"Personality tests don't predict job performance." I hear this dismissal frequently. And it's wrong. Meta-analyses consistently show conscientiousness predicts performance across virtually all jobs (ρ = .22-.27). Emotional stability follows close behind. That might seem modest until you realise: → It holds across industries, roles, and cultures → It's incremental validity beyond cognitive ability → Combined with ability tests, prediction jumps to .50+ The issue isn't whether

created using Envato Video interview platforms seem efficient: Record once, review anytime, AI scores candidates. Until you look at the validity data. Asynchronous video interviews (where candidates record responses to pre-set questions) show a validity of .25-.30 in early research, substantially lower than live structured interviews at .58. Why the gap? → Lack of rapport reduces authentic responses → Technical anxiety interferes with performance → Socioeconomic bias (equipme

Understanding Graphology and Its Limitations Graphology, or handwriting analysis, claims to provide insights into an individual's personality and potential job performance. However, it has essentially zero predictive validity for job performance. Despite this, some organisations still rely on it. Why is that the case? The answer lies in its superficial appeal. Graphology feels scientific. It generates detailed reports that can impress stakeholders. Additionally, candidates r

created using Envato Most organisations are still using 1998 data to make million-dollar hiring decisions. Here's what changed: Schmidt & Hunter's classic meta-analysis shaped talent acquisition for 25 years. But Sackett et al.'s 2022 update reveals the landscape has shifted dramatically. The top three predictors remain strong, but several "tried and true" methods dropped 10-20% in validity. Why? Technology changed how we assess. Remote work changed what we measure. And algor