Speaking as someone who's thought a lot about this (mostly during my psychology studies), here's what I would do, if someone let me.
1) Establish the competencies of your employees. Think small programming exercises, IQ tests, personality tests etc. Use this to establish a minimum score for hiring.
2) Apply these same tests to all prospective employees.
3) Of all the candidates that meet the minimum criteria, hire a random set of them.
4) Follow up the progress of all these employees over 1-2 years.
Now, this would never fly in many legal senses, and I doubt that anyone will ever let me do it, but it would provide useful data to improve hiring processes. I suspect that this would need to be done for each individual company at least 100+ times before you would start to be able to derive useful patterns.
Some hypotheses:
1) non linear relationship between IQ and performance
2) Increasing performance and longetivity of employment based on the similarity between personality of candidate and personality of team.
1) Establish the competencies of your employees. Think small programming exercises, IQ tests, personality tests etc. Use this to establish a minimum score for hiring. 2) Apply these same tests to all prospective employees. 3) Of all the candidates that meet the minimum criteria, hire a random set of them. 4) Follow up the progress of all these employees over 1-2 years.
Now, this would never fly in many legal senses, and I doubt that anyone will ever let me do it, but it would provide useful data to improve hiring processes. I suspect that this would need to be done for each individual company at least 100+ times before you would start to be able to derive useful patterns.
Some hypotheses: 1) non linear relationship between IQ and performance 2) Increasing performance and longetivity of employment based on the similarity between personality of candidate and personality of team.
Just my 0.02c.