Evolution of the Performance Predictor model

Evolution of the Performance Predictor model

The Performance Predictor model is relevant and practical, focused on behaviour rather than personality. It evolved from extensive research into 'performance-critical' aspects of behaviour in the workplace, building on sound theory based on the latest thinking in the field of assessment and selection.

The model was designed by a team of psychometricians.

What does that really mean? What did we actually do?

• We referred to ‘state of the art’ reviews of the field, to ensure our own knowledge was up to date.

• We focused on scales which have been shown to best predict job performance, such as conscientiousness and need for achievement.

• A thorough review of the literature on interpersonal behaviour – backed up by a major study involving 10,000 managers who had completed some of the best known measures of behaviour – concluded that it is best described using just 2 factors (or scales): control and warmth.

• We acknowledged that selection procedures should not be isolated from the team within which candidates will be placed. In short, person-team/culture fit and the balance of teams should be considered.

Market Research

We then asked real people in real organisations what sort of things they wanted to know about their job candidates and staff. Instead of ‘neuroticism’ or ‘openness to experience’ – the sorts of ‘constructs’ psychologists usually measure - recruiters and managers want to assess:

• Communication

• Team-working

• Reliability, honesty and integrity

• Positive attitude, motivation and commitment

• Adaptability.

The Final Design

To prevent ‘distortion’ (candidates attempting to manipulate the questionnaire), we created scales which are genuine continuums – in other words, scales which are equally socially desirable at either end. Because of this, ideas such as conscientiousness and motivation needed to be tweaked: every serious candidate will claim these qualities!

Our piloting and validation process ensured that we ended up with a model which maps very closely to this research and has scales where there truly is no ‘right’ or ‘wrong’ answer.