Hiring Decisions and Cognitive Bias: What factors matter most?

Here's a meta-analysis of 85 years of research on what matters most in hiring.

"Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63)."

GMA stands for General Mental Ability (or IQ).

Along the same lines . . . 

• The New York Times on "The Utter Uselessness of Job Interviews" stirred up some trouble on April 8, 2017.
• Google's Secret to Hiring the Best People from Wired (2015) -- similarly, cautions against the problem of confirmation bias in interviews.  
• Don’t Blink! The Hazards of Confidence by Daniel Kahneman in the NY Times (2011) -- on how many of the things we are convinced we can predict end up being no more predictable than the roll of a dice.  He does end on a hopeful note, however:  "True intuitive expertise is learned from prolonged experience with good feedback on mistakes."