Scientific background of assessments

Meta research by Schmidt and Hunter (1998) has provided a scientific basis for the use of an assessment centre. What stands out from their research is that especially intelligence (gma), professional skills testing, structured interviews and integrity tests add value to the selection process. Conscientiousness tests, personality tests and reference checks also provide added value. The simulations, the core of many assessments, score a meagre 4% validity.

Criticism on Schmidt and Hunter’s research

Critics argue that this meta analysis applies to many different positions and organisations and that the relation between the different components may differ in actual situations. When researching trainee nurses they found personality and motive to be the key indicator whereas intelligence turned out to have little bearing on the results. A similar result was found in commercial organisations. Yet as all characteristics differed, they never showed up in meta analysis.