Here is another active discussion of company hiring procedures here on HN. Most of us have been hired for at least one job in our lives, and all of us who have built up an organization have had occasion to hire someone else before, so we all think about this. I searched the comment thread to see if anyone has linked to the Hacker News FAQ on this subject. The last full posting of that FAQ was a while ago,
and the tl;dr of the FAQ is "If you are hiring for any kind of job in the United States, prefer a work-sample test as your hiring procedure. If you are hiring in most other parts of the world, use a work-sample test in combination with a general mental ability test."
"Reasons for being selective when choosing personnel selection procedures" (2010) by Cornelius J. König, Ute-Christine Klehe, Matthias Berchtold, and Martin Kleinmann backs up this advice:
"Choosing personnel selection procedures could be so simple: Grab your copy of Schmidt and Hunter (1998) and read their Table 1 (again). This should remind you to use a general mental ability (GMA) test in combination with an integrity test, a structured interview, a work sample test, and/or a conscientiousness measure."
https://news.ycombinator.com/item?id=5227923
and the tl;dr of the FAQ is "If you are hiring for any kind of job in the United States, prefer a work-sample test as your hiring procedure. If you are hiring in most other parts of the world, use a work-sample test in combination with a general mental ability test."
"Reasons for being selective when choosing personnel selection procedures" (2010) by Cornelius J. König, Ute-Christine Klehe, Matthias Berchtold, and Martin Kleinmann backs up this advice:
"Choosing personnel selection procedures could be so simple: Grab your copy of Schmidt and Hunter (1998) and read their Table 1 (again). This should remind you to use a general mental ability (GMA) test in combination with an integrity test, a structured interview, a work sample test, and/or a conscientiousness measure."
http://geb.uni-giessen.de/geb/volltexte/2012/8532/pdf/prepri...