![]() Prove a correlation between assessment scores and job performance (criterion validity).Ask questions that are relevant to the job (face validity).So, for a pre-employment assessment to be valid, it must meet two conditions: But in other jobs, these traits are less important. We know from research with more than 1.5 million job candidates that sociability and accommodation do in fact predict success in customer service environments, and in management and leadership positions. Validity also tells you whether those traits are accurate predictors of job success. In a pre-employment assessment, these measurements, or scales, might be behavioral traits such as sociability or accommodation. Validity tells you how well the test is measuring what it’s supposed to be measuring. Here’s how I/O psychologists and research scientists evaluate pre-employment assessments: Is it valid? An assessment may look sleek on the surface, but how do you know that it’s supported by actual science? ![]() But as an HR or Talent Acquisition leader, the answers probably aren’t so obvious. If you’re in the process of vetting assessment vendors, then these questions are critical. But what does ‘valid’ mean, exactly? And is it possible for an assessment to be valid but not reliable? Or reliable but not valid? You know it’s important to use a validated pre-employment assessment (versus an assessment that’s not validated).
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