Assessments: How are you assessing candidates and employees today?

Cangrade Analysis

The Benefits

Cangrade Analysis
Cangrade

Scientists from Cangrade LLC

Cangrade and their team of scientists, who teach and conduct research at top institutions like Harvard University, have spent years researching millions of data points from over 200,000 employees.

The Cangrade team analyze employee answers to the assessment to produce advanced benchmarking reports designed to help leaders gain and act upon deeper knowledge of their teams and the factors driving their success.

MoneyBall Benchmarking & Analysis Team

  • Greg Willard PhD
    • Harvard University – Expert in Psychometrics, Psychophysiology
  • Nicholas P. Aramovich PhD
    • Harvard University – Industrial/Organizational Psychologist
  • Steven Lehr MBA
    • UNLV / Harvard University – Expert in Psychometrics, Social Psychology, Industrial Psychology
  • Jeni Kubota PhD
    • NYU – Expert in Behavioral Economics, Neuroscience
  • Yang Wang
    • Rice University – Expert in Game theory, Econometrics, Marketing

For interested companies

Request a Demo

Sources:

1Cangrade's multivariate personality instruments predict up to 36% of the variation in job performance. Source: Meta-analytic results from over 200,000 subjects in published literature, as well as over 40 internal validation experiments evaluating over 4,000 subjects. 2Skills Testing predicts 19% of the variation in job performance. Source: Schmidt, F.L. & Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 2, 262-274. 3Aptitude Testing predicts 9% of the variation in job performance. Source: Bobko, P., Roth, P.L. & Potosky, D. (1999). Derivation and implications of a meta-analytic matrix incorporating cognitive ability, alternative predictors, and job performance. Personnel Psychology, 52, 561-589. 4Interviews predict 9% of the variation in job performance. Source: Bobko, P., Roth, P.L. & Potosky, D. (1999). Derivation and implications of a meta-analytic matrix incorporating cognitive ability, alternative predictors, and job performance. Personnel Psychology, 52, 561-589. 5Reference Checks predict 7% of the variation in job performance. Source: Hunter, J.E. & Hunter R.F. (1984). Validity and utility of alternative predictors of job performance. Psychological Bulletin, 96, 1, 72-98. 6Job Experience predicts 5% of the variation in job performance. Source: Quinones, M.A., Ford, J.K. & Teachout, M.S. (1995). The relationship between work experience and job performance: A conceptual and meta-analytic review. Personnel Psychology, 48, 887-910. 7Emotional IQ predicts 5% of the variation in job performance. Source: Van Rooy, D.L. & Viswesvaran, C. (2004). Emotional intelligence: A meta-analytic investigation of predictive validity and nomological net. Journal of Vocational Behavior, 65, 71-95. 8Phone Screening predicts 3% of the variation in job performance. Source: McDaniel, M.A., Whetzel, D.L., Schmidt, F.L. & Maruer, S.D. (1994). The validity of employment interviews: A comprehensive review and meta-analysis. Journal of Applied Psychology, 79, 4, 599-616. 9College GPA predicts 3% of the variation in job performance. Source: Roth, P.L, BeVier, C.A., Switzer III, F.S. & Schippmann, J.S. (1996). Meta-analyzing the relationship between grades and job performance. Journal of Applied Psychology, 81, 5, 548-556.

General Note: Where multiple meta-analytic sources were available, those utilizing the largest number of studies were used. Unless otherwise noted, numbers are adjusted for attenuation due to unreliability in the criterion but not the predictors.