Validity of assessment methods

In this unit, you will learn how to compare the validity of psychometric tests with other assessment methods and why using multiple assessments gives the best results. You will see which assessment approaches are most reliable for predicting job performance, based on large research studies, and understand the importance of cognitive ability tests in selection. The session also explains how to decide if a psychometric test is worth the investment by using a simple utility equation.

After this talk, you will:

• Understand how to compare the validity of psychometric tests with other assessment methods.

• Know the importance of using multiple assessment methods rather than relying on just one tool.

• Be able to explain why cognitive ability tests are strong predictors of job performance and training success.

• Recognise the limitations of common selection methods such as references, graphology, age, and years of experience.

• Understand that structured interviews are more predictive than unstructured interviews for job performance.

• Know that combining cognitive ability tests with integrity tests or structured interviews gives the best prediction of job performance.

• Be aware of what a meta-analysis is, and how it is used to compare assessment methods.

• Understand the concept of predictive validity and its importance in test selection.

• Learn what the utility equation is and how it helps decide if a test is worth the investment.

• Know that ability tests predict a significant portion of job performance, but not everything—so multiple methods are best.

• Be aware of factors that can improve the return on investment when using psychometric tests, such as choosing tests with high validity and targeting above-average candidates.

• Understand that different jobs may need different levels of assessment and that one size does not fit all.