> Further, we measure the quality of the individuals who apply for the job through a battery of personnel selection tests that capture cognitive ability, non-cognitive ability and relevant work experience. These tests are reliable predictors of work performance and are used by firms worldwide (Heckman et al., 2006; Autor and Scarborough, 2008; Hoffman et al., 2015).2

> We use the Raven and Stroop tests for cognitive ability (Schmidt and Hunter, 1998). For non-cognitive skills we administer the Big-5 personality test and the Grit scale (John and Srivastava, 1999; Duckworth et al., 2007).

Does evidence really exists that these tests are predictive?

I opened the PDF in Acrobat and looked at the document properties, which has a font tab with the embedded fonts.

As a bonus it's apparently a free font.

https://en.m.wikipedia.org/wiki/Palatino

Hermann Zapf was one of the master type designers of the 20th century.

If you want to ethically typeset something in Palatino, try Palatino Nova. https://www.linotype.com/615716/palatino-nova-family.html

https://www.myfonts.com/WhatTheFont/

[1] https://www.dafont.com/linux-libertine.font

Currently IQ is considered the best predictor.

If you have two applicants around the same IQ but one has higher conscientious then it could be a decider in a company, but why is it needed in this study I can't see.

No idea how good Raven and Stroop tests are for predicting IQ?

Somehow I doubt that these results would translate to white collar jobs in the first world.

I have 15 years experience, and there's competition just to interview with a company. In my last job hunt I talked seriously to maybe 10 or 11 places. I did 7 onsites, two work-weeks of interviewing. But picking the ones I wanted to do on-sites with was close to random. All I usually had to go on was a 15-minute call with a recruiter.

I'm quite happy with where I've landed, but in the end I just didn't have time to talk to every company that sounded interesting. Who's hiring is a smorgasbord and lord help you if you do well on Triplebyte's second round and have 30 companies willing to do an on-site. I had to pass on interviewing with several companies that are quite interesting just because I couldn't be interviewing forever.

At some point, you just have to pick a few to dive deeper with, and it's obvious that it's random. If one had been willing to pay me to go through their process, that would have affected my odds of doing an on-site with them quite a bit. And isn't getting people in the door part of the process for recruitment?

As a developer, your time is valuable. We'll compensate you for helping discover if we'd be a mutual fit.

1. I'd offer NYC-based K8s-savvy developers a $100 Amazon gift card for a CV and passing a phone screen, no obligation to interview on site.

2. I'd offer NYC-based K8s-savvy developers a $500 Amazon gift card for getting to an offer after an on-site interview day (more like half day), no obligation to accept offer.

Types of folks I'm looking for is listed in my profile.

$500 for a couple hours of trouble, assuming I'm local, isn't a bad deal.

Heck, if enough companies offered $500 for a successful interview, some people would probably end up making more from going to interviews than they would accepting the offer.

the company lose more for time with the unfilled opening.... and you might like the offer.