Whitepaper · Selection Science
Stop Guessing What Predicts Performance.
Most organizations know the outcomes they want from employees.
The harder question is determining what actually predicts those outcomes—and how to measure it before making a hiring decision.
Predictive Competency Frameworks
Building Scientifically Defensible Hiring Systems for Sales and Customer Service Teams
This whitepaper presents a practical, evidence-based approach for translating the behaviors required for job success into clearly defined competencies, measurable psychological constructs, and structured selection methods.
Predictive Solutions Ltd.
Predictive
Competency
Frameworks
Building scientifically defensible hiring systems for sales and customer service teams
What readers get
Download the whitepaper to learn how to:
01
Define what actually drives performance rather than relying on labels such as “grit,” “hunter,” “closer,” or “A-player.”
02
Translate business outcomes into measurable competencies by identifying the behaviors, characteristics, skills, motivations, and abilities associated with successful performance.
03
Connect competencies to psychological constructs that can be measured systematically rather than evaluated through intuition alone.
04
Build more structured and consistent hiring decisions by establishing common definitions and evaluation standards across interviewers.
05
Reduce the influence of assumptions and hiring heuristics that can turn observations into unsupported predictions about future performance.
06
Connect selection decisions to performance data so organizations can test whether what they measure during hiring actually predicts what happens on the job.
From assumptions to evidence.
The goal isn’t simply to make hiring more structured.
It’s to build a selection system capable of answering a much more important question:
Are we actually measuring what predicts performance?
Immediate access
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