Validating a measure of temperament
For instance, if you need to hire a new member of your finance team, you might want to make sure that candidates are familiar with particular software programs – such as Microsoft Excel, Quick Books or Sage Peachtree – before you hire them (or before they come in for an interview).
To do that, you’d want to select a tool that would help you consistently, accurately and objectively measure whether your candidates knew how to use the software or not.
For instance, Hire Success’ Custom Aptitude Tests allow you to create tests on any job-related subject you choose, which can be given to all applicants online prior to interviews.
These tests allow you to verify their level of knowledge and skills in subjects appropriate to the job.
However, most people are unclear about what validation studies are and why – or if – they’re really necessary.
Let’s take a brief look at what validation studies are and how they relate to the hiring process. An employee selection tool is valid if it accurately and appropriately measures what it is supposed to measure.
Institutionalization or discharge, and hiring or firing, are weighty personal matters and can wreak great injustice when based on faulty assessment.The following table illustrates how validities increase as test length increases.The calculations are based upon typical reliability and validity figures of .70 and .40 respectively for a 5 minute test.Note: If you have additional questions about validation studies and/or the legality of any testing method for employee selection, transfer or promotion, we urge you to speak with legal counsel.Assessment, whether it is carried out with interviews, behavioral observations, physiological measures, or tests, is intended to permit the evaluator to make meaningful, valid, and reliable statements about individuals. What makes Mary Doe the unique individual that she is?