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Predicting a candidate’s on-the-job performance often feels like solving a mystery. For me the mystery was solved when I discovered that by focusing on what people DO with what they HAVE, rather than what they HAVE in terms of skills, experiences and competencies, it was possible to more accurately predict their performance.
The premise behind this technique is that people who have worked with the candidate in the past provide all of the clues needed to predict how the candidate will work in the future. For example, the strongest people always get assigned to the most important teams and projects.