Pre-employment testing not only help employers assess the job-specific skills of applicants but also add to the legal defensibility of the employers. To ensure the legal defensibility, you must checkValidity and Reliability of Assessments.
i. Test-retest Reliability:
ii. Alternate or parallel form reliability:
iii. Inter-rater reliability:
iv. Internal consistency reliability:
Validity is the degree to which the pre-employment screening test assesses what it purports to assess and how well it evaluates the competencies of the applicants.
While reliability is necessary, the validity of the test is also equally important.
i. Construct Validity:
It ensures that the pre-employment test measures only the intended characteristics and no other variables. In other words, you measure a trait or skill that is part of the overall desired skill needed for success on the job. To measure the construct-related validity, you would look at the scores from the assessment correlated with scores from other established tests that measure the same characteristics.
ii. Content Validity:
It ensures that the content of a test is relevant and measures requirements and qualifications for the job role. if you were hiring for a job that required the ability to transcribe the content, testing for the rate at which the candidate types would be high regarding content-related validity.
iii. Criterion-related validity:
It indicates that the test demonstrates a correlation or other statistical relationship between test performance and job performance. Those who score high on the test tend to perform better on the job.
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