The degree of freedom of random error.

Results should be absolute rather than relative

The extent to which performance on the measure is related to performance on the job.

All valid measures must be reliable, but reliable measures are not necessarily valid.

Example:-Is there a relationship between the colour of my eyes and the degree of language proficiency?

Predictive Validationseeks to establish an empirical relationship between test scores and eventual job performance.

Concurrent ValidationAssesses the validity of a test by administering it to people already on the job and then correlating test scores with existing measures of each person’s performance.

Demonstrating that the items, questions or problems posed by the test are a representative sample of the kinds of situations or problems that occur on the job.

Exposes the applicant to situations that are likely to occur on the job, and then tests whether he currently has sufficient knowledge, skill, or ability to handle such situations.

The degree to which the validity of a selection method established in one context extends to other contexts.

Example: SAT, LSAT, GMAT, GRE

The degree to which the

information provided by

selection methods

enhances the bottom-line

effectiveness of the

organization in selecting

personnel in real life

situations.

Conforming to existing laws and legal precedents.

Situational Interviews› Experience-Based› Future-Oriented

Must meet validity and reliability standards

Reference Checks have low validity.

Biographical data provides some info,

however, reference checks helps in the

case of applicants who mispresent

themselves.

Application blanks forces applicants to

support their answers with evidence that

includes names, dates and locations.

The Big Five Personality Model

Myers Briggs Type Indicator (MBTI)

Simulating the job in a context to observe the applicant’s performance.

The key is the behavioural consistency between the job requirements and the test requirements

Results demonstrate criterion-related validity and content validity

Tailored tests for each individual job, thus:-› Low generalizability› Expensive to develop

Polygraph Tests (Polygraph Act 1988) Drug Tests Alcohol Tests Human Chorionic Gonadotropin Tests

(HCG)