Staffing & Hiring Analytics
Research suggests that work samples, cognitive ability tests and structured interviews have a higher correlation with subsequent performance than unstructured interviews, personality tests and reference checks. Agree or disagree? Why?
I personally feel, personality tests should not be a 'filtration' tool.
These tests provide insightful information which should be used to complement the information one gets from other sources like CV, LinkedIn profile, blogs and interactions (interview).
Further, all this should become the axis for developmental opportunities for the individual.