Introduction

Intelligence is the best indicator of career success.

When employees are employed based on their intelligence, their job performance rises considerably.

performance. By boosting their performance, businesses can save a lot of money.

Firms that hire people based on intelligence gain a competitive advantage.

This theory is incredibly broad and generalizable because it has been empirically validated across
numerous domains.

a wide variety of jobs, professions, and industries.

The concept of intelligence is frequently misunderstood. The ability to solve difficulties isn't part of
intelligence.

Insects, mosses, and microbes have all evolved to fit their surroundings.

They are intelligent, but their environs are not. Adaptation is possible for organisms in a number of
ways.

Intelligence is only one of the characteristics that influence people's ability to adapt to their
surroundings. Intelligence, on the other hand, includes a wide range of skills.

You must be able to comprehend and process abstract concepts in order to solve problems. 1997,
Gottfredson, op. cit., p.

13), in an editorial published in the Wall Street Journal and afterwards reprinted in the New York Times.

A highly general mental capability that, among other things, includes the ability to think," is how
intelligence is defined.

Ability to think abstractly, plan ahead, solve difficulties, and comprehend complex material.

This well-known metaphor captures the ability to learn quickly and from experience.

This definition captures what bright individuals are capable of, but it falls short of describing why smart
people are brilliant.

It's something that everybody can do. Intelligence is defined as the ability to learn new things for the
purposes of this chapter.

Higher cognitive capabilities lead to faster learning and the ability to remember complex information.
This is especially true as the subject being studied grows more difficult. The term "intelligence" is widely
used.

We call general mental ability (GMA) "intelligence" and interchangeably use the terms "intelligence" and
"GMA." ( general mental ability)

Job Performance Improves with Higher Intelligence

Intelligence is important in practically all of our daily activities and lifelong efforts.

pursuits. It predicts a variety of important life outcomes, including as academic success and financial
earnings.

educational attainment, rate of career advancement, greatest degree of job achievement, and salary

(Gottfredson, 1997; 2002; Judge, Klinger, & Simon,et al,

Furthermore, until a few decades ago, the vast majority of people believed that the general concepts of
this

It was difficult to navigate through personnel selection and other social science topics. It had been
assumed that it

It was difficult to know ahead of time which selection techniques would be the most effective in a
specific situation.

Until each job in that company was exposed to a local validation study, that is.

This concept, known as "situational specificity," was developed based on validity studies of the

the same hiring methods for different positions within the same organization and across industries

Organizations appeared to produce a wide range of outputs, many of which were incompatible.

Is it Possible to Replace Intelligence with Work Experience?

If the three requirements described above are met, there are no known cases or outcomes.

There are occasions when it is not a good idea to hire someone for general intelligence. Nevertheless,
Some argue that there is one exception (as we'll see with US Steel later):

Companies should not select candidates solely on the basis of their GMAT scores if they have the option
of selecting individuals based on their job experience. This is what they believe.

that job experience is a greater predictor of job success than GMA, or that job experience is a better
predictor of job performance than GMA

GMA should be used in its place.

Can Intelligence Predict Non-Task Performance

Supervisors assess a variety of factors while evaluating each employee's overall job performance.

Their final scores take into account both task and non-task performance.

corporate citizenship behaviour and

Given the widened criterion, one can ask about core job performance and unproductive work behavior.

A realm of job performance exists beyond task performance.

Is GMA applicable to non-task performance, which is an important aspect of overall job performance?

in addition to being a force to be reckoned with?

The accuracy of GMA in predicting non-task performance (OCB and OCB+)

CWB) is mediocre at best.

But, there is one crucial point to be stated.

"Even if this were true, no one would believe it," cautions the cautionary note, which practitioners and
researchers should keep in mind.

Organizations are also hesitant to hire people based on their ability to complete tasks.

Validity does not imply that the same persons would be hired in different situations.

The majority of selection decisions are made, and should be made, on the basis of who will be the most
effective predictors."

demonstrate superior task or overall performance, with GMA proving to be the most accurate predictor.

Higher intelligence leads to improved job performance and job satisfaction across the board.

The outcomes of intelligence-based recruiting have a high economic value for businesses.
Why does Higher Intelligence Lead to Better Job Performance?

It's one thing to have a large amount of empirical evidence indicating a principle is accurate, but it's
quite another to have a large amount of evidence proving a principle is incorrect.

Explaining why the idea remains true is a different matter completely. Despite the fact that a part of the
answer to this question is already known,

Why does more intellect lead to better performance, according to the definition of intelligence?

Examining the preceding (learning ability) can help you come up with a more convincing response.

according to them, the mechanism by which intelligence influences job performance

People with higher intelligence can hold more knowledge, according to Schmidt and Hunter (1998).

CONCLUSION:

Higher intelligence pushes people to learn, which leads to improved job performance.

Intelligence, on the other hand, is used on a direct basis and requires greater job experience and the
capacity to learn it quickly.

regardless of prior experience, task to tackle performance-related concerns The

The most critical condition for intelligence-based hiring to work is that a company achieves it.

It's also crucial to have the ability to recruit job searchers and retain them once they've been hired.
Although

Although intelligence is the most important determinant of job performance, it is far from the only one.

As a result, businesses should use more reliable noncognitive procedures.

approaches like a self-reported evaluation

Combine a conscientiousness test with an intelligence test if at all possible. This combination is fantastic.

Predictors can also help to mitigate the unfavorable consequences of an intelligence test.

while maintaining a high degree of validity