![]() ![]() ![]() Some candidate tests, such as personality questionnaires, have poor construct validity because the traits and characteristics that are being measured, are defined by the test provider and therefore don’t fully align with the employer’s definition.Īn Example: Let’s say you wanted to use a test to measure someone’s integrity. It’s also used to validate that the attribute being measured is important for successful performance at the job. What are the different types of pre-employment test validity?Ĭonstruct validity, sometimes known as “internal validity”, is the ability of a test to actually measure what it claims to. It is usually measured in three ways construct validity, external validity and ecological validity. Ultimately it’s a scientific measure of the question “Can I trust this test?”. Validity refers to both what attribute is being measured by the test, and how accurate a test is at measuring a defined attribute. ![]() Tips to check your pre-employment tests are both valid and reliable.What are the different types of pre-employment test reliability?.What are the different types of pre-employment test validity?.These terms are unhelpfully vague so this post aims to give you a much better understanding of the following areas: These measures are especially important in the field of candidate testing where the results have a direct impact on someone’s ability to secure a new job. Test validity and test reliability are measures that ensure pre-employment tests are both fair and accurate. ![]()
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