That is when it occurred to me that differentiation by specializations deflect whole person presence in the selection process. That to me is an organization effectiveness window.
So when I gave my sense of a thumb rule, the client's eyes and ears were up. Here's what I mentioned.
25% to sound psychometrics especially on person role fit and likely derailers.
25% to candidate track record, of which 15 is self-report, 10 is based on rewards and ratings of others.
25% to the interview method or a slew of selection processes.