The more I read this, the more skeptical I become. All this shows is "What characteristics are most likely to get you an offer?" This is a little important from a narrow process metric, but isn't valuable to the company's bottom line.
2 more important questions:
1 - "Which characteristics are more likely to appear in high performers than low performers and non-hires?"
2 - "Are we over-weighting or under-weighting certain characteristics in our recruiting process based on our knowledge of question 1?"
Question 2 is actually much harder to answer. For example, if you find no correlation between GPA and performance, it isn't that GPA doesn't matter, it's that you're already weighing it properly in the performance decision. (It could be that you ignore it, or it could be that you give it tons of weight, but either way, the lack of correlation to performance post-hire means you're doing the right thing)
2 more important questions: 1 - "Which characteristics are more likely to appear in high performers than low performers and non-hires?"
2 - "Are we over-weighting or under-weighting certain characteristics in our recruiting process based on our knowledge of question 1?"
Question 2 is actually much harder to answer. For example, if you find no correlation between GPA and performance, it isn't that GPA doesn't matter, it's that you're already weighing it properly in the performance decision. (It could be that you ignore it, or it could be that you give it tons of weight, but either way, the lack of correlation to performance post-hire means you're doing the right thing)