I mean, 70 percent is pretty good for a selection strategy. I wasn't aware H&S had published a followup and now I'm curious if it ever got a peer review, because their table contradicts some earlier work suggesting that structured works better than unstructured.
It's also pretty keen to recommend Integrity tests which I think the authors play a role in studying.
edit: I guess it's "operational validity" which maybe isn't "percent that did well later"?
1. IQ tests work real good.
2. Structured interviews -- which are not IQ tests -- work about as well and strongly correlated.
3. Work sample tests -- which are _definitely not_ IQ tests -- work as well and in ways NOT correlated.
Meaning you can combine these two and get a reasonably effective hiring screen.