5. Talent & Succession
Structured Hiring
What actually predicts job performance
Use when
Designing any selection process, or defending one against gut-feel hiring
Structured interviews
Same questions, anchored scoring, independent ratings before discussion.
Work samples
A real slice of the job, scored against a scorecard written before anyone was met.
Ability + structure
General mental ability combined with a structured method is the strongest predictor there is.
Unstructured = noise
Free-form interviews, years of experience alone and reference checks sit near the bottom of the validity table.
“Write the scorecard before you meet anyone; score independently before you discuss.”
How to use it
Structure feels bureaucratic to hiring managers precisely because it removes their favourite instrument, the vibe. Hold the line: it is also the fairest and most defensible method you have.
Card details
- Model type
- Grid
- Origin status
- Established
- Content last reviewed
- 28 July 2026
Origin
EstablishedFrank Schmidt and John Hunter, Psychological Bulletin, 1998, and successor meta-analyses.