There is a whole field of study, called industrial and organizational psychology, that researches issues like what hiring processes are most likely to obtain employees who do good work for organizations. Studies of many different hiring practices across many different industries and job categories have shown that the two most valid predictors of work performance and success in an occupation are
a) work-sample tests, if one can possibly be devised for a particular job,
and
b) general cognitive ability tests (IQ tests or IQ-like tests such as SAT scores).
Both work-sample tests and general cognitive ability tests have about the same predictive ability (predicting less than half of the variability in actual work performance, but predicting more than any other kind of hiring screen) as each other, and considerably more validity than many more common kinds of hiring procedures.
Expecting job-seekers to have
1) X years of work experience in Y technology,
2) a smooth manner in a face-to-face interview,
3) a degree in field Z from an elite university,
or any of many other hiring criteria are all less likely to identify job-seekers who will be successful on the job than a work-sample test. If the work at your workplace is so complicated and varied that it is difficult to design a representative work-sample test for job-seekers, test the job-seekers' general cognitive ability with one of the validated hiring tests used for that purpose. That can reduce the expense of your hiring process and improve its results.
a) work-sample tests, if one can possibly be devised for a particular job,
and
b) general cognitive ability tests (IQ tests or IQ-like tests such as SAT scores).
Both work-sample tests and general cognitive ability tests have about the same predictive ability (predicting less than half of the variability in actual work performance, but predicting more than any other kind of hiring screen) as each other, and considerably more validity than many more common kinds of hiring procedures.
Expecting job-seekers to have
1) X years of work experience in Y technology,
2) a smooth manner in a face-to-face interview,
3) a degree in field Z from an elite university,
or any of many other hiring criteria are all less likely to identify job-seekers who will be successful on the job than a work-sample test. If the work at your workplace is so complicated and varied that it is difficult to design a representative work-sample test for job-seekers, test the job-seekers' general cognitive ability with one of the validated hiring tests used for that purpose. That can reduce the expense of your hiring process and improve its results.