VALIDITY & RELIABILITY

ACCURACY OF SELECTION ACCURACY OF SELECTION METHODS PREDICTED VALIDITY METHODS PREDICTED VALIDITY

PERFECT PREDICTIONPERFECT PREDICTION

ASSESSMENT CENTRES/ SAMPLE TESTASSESSMENT CENTRES/ SAMPLE TEST

ABILITY TESTSABILITY TESTS

PERSONALITY TESTS (COMBINATION)PERSONALITY TESTS (COMBINATION)

BIODATABIODATA

STRUCTURED INTERVIEWSSTRUCTURED INTERVIEWS

TYPICAL INTERVIEWSTYPICAL INTERVIEWS

REFERENCESREFERENCES

ASTROLOGYASTROLOGY

READING HANDSREADING HANDS

100100

9090

8080

7070

6060

5050

4040

3030

2020

1010

00CHANCE PREDICTIONCHANCE PREDICTION

The Effectiveness of Personnel Selection

Method Validity CostLegal

Defensibility Reaction

Application blanks LowLow

? Neutral

Weighted application High High High Neutral

Biographical/Interest blanksHigh

Moderate ? Negative

Letters of recommendationLow

Low Low Positive

Cognitive ability testsHigh

Low High Negative

Job knowledge testsHigh

High High Positive

Performance tests/work samplesHigh

High High Positive

Assessment CentersHigh

High Low Positive

Interviews_unstructured; one rater Low Low High Negative

Structured interviews Behavioral or situational High High High Positive

GENERIC STANDARDS

•VALIDITY•RELIABILITY•UTILITY•LEGALITY•IMPACT or FACE VALIDITY

LEGALITY

• Conform to the laws of the country.– Discriminatory regulations– Avoid adverse effects on groups– Age restrictions– Disability Quota– Avoid litigations later

UTILITY

• Degree to which the bottom line is effected by selection methods– Increase the probability of acceptance ratio.– Turnover types. Eg strong or weak

performers.– Type of job: greater utility for higher revenue

jobs/ difficult jobs.

VALIDITY“The Extent To Which A

Performance Measure Assesses All The Relevant-and Only The Relevant-aspects Of Job Performance.”

CONTENT VALIDATION

“A Test-validation Strategy Performed By Demonstrating That The Items, Questions, Or

Problems Posed By A Test Are A Representative Sample Of The

Kinds Of Situations Or Problems That Occur On The Job.”

CRITERION-RELATED VALIDITY

“A Method Of Establishing The Validity Of A Personnel

Selection Method By Showing A Substantial Correlation Between Test Scores And Job-performance Scores.”

Methods for calculating validity

• Content validity– expert judgment– Content validation ratio

Criterion Validity

Predictive Validity

Concurrent Validity

Expressed in coefficient co-relation from – 1 to +1

HOW VALIDATE

• Analyze the job

• Choose the tests

• Administer the test

• Relate the test scores and criteria

• Prepare an Expectancy Chart

• Cross validate and Revalidite

04/10/23 Know more! 13

Measure all current job

incumbents on attribute

Measure all current job

incumbents’ performance

Measure all job applications on

attribute

Hire some applicants and reject others

Wait for some time period

Measure all newly hired job

incumbents’ performance

Obtain correlation

between these two sets of

numbers

Obtain correlation

between these two sets of

numbers

Predictive Validation

Concurrent Validation

Gra

ph

ic D

ep

icti

on

of

Con

cu

rren

t an

d

Pre

dic

tive V

alid

ati

on

Desig

ns

Employee Testing and Selection

(Highest 20%) 57-64 97

(Next highest 20%) 51-56 84

(Middle 20%) 45-50 71

(Next lowest 20%) 37-44 55

(Lowest 20%) 11-36 29

0 20 40 60 80 100

Te

st S

core

s

Chances in a hundred of being rated a ”high performer”; and % of “ high performers” found in each test score group

RELIABILITY

“The Consistency Of A Performance Measure; The Degree To Which A Performance Measure Is Free From Random Error”.

METHODS FOR ESTB RELIABILITY

• 1. Test retest

• 2. Spilt-Half

• 3. Parallel test

• 4. Calculate Test’s reliability

• 5. Calculate Standard deviation

ACCURACY OF SELECTION ACCURACY OF SELECTION METHODS PREDICTED VALIDITY METHODS PREDICTED VALIDITY

PERFECT PREDICTIONPERFECT PREDICTION

ASSESSMENT CENTRES/ SAMPLE TESTASSESSMENT CENTRES/ SAMPLE TEST

ABILITY TESTSABILITY TESTS

PERSONALITY TESTS (COMBINATION)PERSONALITY TESTS (COMBINATION)

BIODATABIODATA

STRUCTURED INTERVIEWSSTRUCTURED INTERVIEWS

TYPICAL INTERVIEWSTYPICAL INTERVIEWS

REFERENCESREFERENCES

ASTROLOGYASTROLOGY

READING HANDSREADING HANDS

100100

9090

8080

7070

6060

5050

4040

3030

2020

1010

00CHANCE PREDICTIONCHANCE PREDICTION

High

Low

Job

Beh

avio

rs

Low HighSelection procedure scores

D: False negatives A: True

Positives

B: False Positives

C: True negatives

Satisfactory

Unsatisfactory

Pe

rfo

rma

nce

cu

toff

sco

re

Unqualified Qualified

Selection ratio

Bas

e ra

te

Selection cutoff score

Validity Correlation Analysis after Cut Scores are Lowered

Satisfactory

Unsatisfactory

Job

P

erf

orm

an

ce

Low

Test score

0 50 70

D

E

C

Validity Correlation Analysis after Cut Scores are Highered

Satisfactory

Unsatisfactory

Job

P

erf

orm

an

ce

Low

Test score

0 50 70

D

E

C

A

B

High98-100