Why Ascentii? (More Information)


1. Figures derived from research by US Dept. of Labor, McKinsey Consulting, Michigan State University's School of Business:
Professor Mike Smith, University of Manchester, Au 1993; John E. Hunter and Ronda F. Hunter , "Validity and Utility of Alternate Predictors of Job Performance", Psychological Bulletin, Vol. 96, N.1, 1984, p.90; Robert P. Tett, Douglas N. Jackson and Michell Rothstein, "Personality Measures as Predictors of Job Performance; A Meta-Analytical Review", Personnel Psychology, Winter 1991, p.703. Also US Department of Labor; Hewitt Associates; Gallup Management Journal; Dr. B Smart, Top Grading.


2. Traditional-Hiring-and-Selection-Process-Ineffective:
  • Interviews alone = 14% accuracy
  • Reference Checks + Interviews = 26% accuracy
  • Behavior-based Personality Profile + Reference Checks + Interviews = 38% accuracy
  • Abilities + Personality Profile + Reference Checks + Interviewing = 54% accuracy
  • Values - Interests + Abilities + Personality Profile + Reference Checks + Interviews = 66% accuracy
  • Personal Attributes - Job Matching (job benchmark) + all of the above = 75% accuracy
  • Competency-based Person/Job Matching = >87% Accuracy (The RoleFit Survey™)
*Note: Source - The RainMaker Group Inc. http://www.therainmakergroupinc.com/employee-selection-articles/bid/113288/Michigan-State-University-Supports-Traditional-Hiring-Process-Ineffective


Other Citations and References:
http://books.google.ca/books?id=i370N8U-ZLoC&pg=PA261&lpg=PA261&dq=%22E.+Hunter+and+Ronda+F.+Hunter%22&source=bl&ots=7uDLMoK2iP&sig=7E6j6sSHwlEKX6QatuqzNODCnPg&hl=en&sa=X&ei=4bw7T9XKJKHg0QGhyZWXCw&ved=0CCAQ6AEwAA#v=onepage&q=%22E.%20Hunter%20and%20Ronda%20F.%20Hunter%22&f=false




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