ASSESS System Validity
Validity
The word validity gets “thrown around” quite a bit when assessment tools are discussed. There are essentially three types of validity:
- Face Validity – if a survey has face validation, it means that it “looks like” it tests for what it claims to test for.
- Construct Validity - measures whether or not the scales on a particular test actually measure what they claim to.
- Criterion-Related Validity takes validation to the next level. It measures whether performance on a test accurately predicts job performance. There are two types:
- Concurrent – testing done on current employees and data is collected in the same period as test performance
- Predictive – candidates are tested before being hired and data collected later and once they are on job long enough job performance is assessed
ASSESS Suite of Tools Validation Findings
- ASSESS scales are useful predictors of important job behaviours in a number of jobs.
- Desirable ranges of ASSESS scale scores can be used to predict job success.
- Desirable ranges of ASSESS scales can be combined into a predictive index.
- The index is highly predictive of important job behaviours.
- The success profile index is fair and does not discriminate based on age, gender or ethnicity.
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