Recently, a very eloquent study of the usefulness of different selection tools fell into my hands. This study, conducted by researchers Schmidt and Hunter in 1998, reflects in great detail the «predictive validity» of all types of evaluation methodologies. For the neophytes I clarify that we understand by predictive validity the ability in statistical terms that has an instrument to predict the future behavior of a worker in a work environment, usually understood as work performance.
As well. The study in question analyzed all kinds of tools, from the classic personality tests, to the interview in its different forms or more modern techniques such as the assessment center.
From the results I want to focus on one that calls into question a technique used (it is true that not massively) by many companies in Europe. It’s about graphology.
To emphasize the little or no effectiveness of graphology, the study places it at the height of astrology, that is, at zero value
As everyone knows, this technique bases its descriptions on the writing style of the candidate, in this way it is intended to «predict» how efficient it will be in the future.
Since always, even in the clinical field, its effectiveness and reliability have been much discussed, all based on the cultural component so marked that the writing style has. But it has also served to resurrect old national clashes. And this is because the graphology has been mostly defended by different French schools as opposed to the more psychometric English and by more empiricist tradition. And it has been French multinationals that in the 70s made it reach Spain.
To emphasize the little or no effectiveness of graphology, the study (scientific, let’s not forget) places it at the height of astrology, that is, at zero value, so that what it comes to tell us is that in the world of the selection, so useful is to analyze how the candidate writes as to know if his zodiac sign is Virgo, Gemini or Sagittarius, among others.
Finally, I invite those readers who defend graphology to carry out a similar study (scientific, let’s not forget it) and conclude by highlighting the conceptual and practical virtues of this discipline. If they succeed, it is very likely that they will change to a large extent certain methodologies widely implemented today in Human Resources
Image source: https://leadingpersonality.wordpress.com/