By way of comparison, imagine if the U.S. Olympic track coach used two tests in selecting the men who’d run on the 4×100 relay team. Test 1: Get the man on the track to see how fast he runs. And test 2: Meet him in a conference room and see if he answers questions like a fast runner would. Note that in most of Corporate America, our hiring process looks more like test 2 than test 1. Let’s all slap our foreheads in unison. Research has found that interviews are less predictive of job performance than work samples, job-knowledge tests, and peer ratings of past job performance.
