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validity


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When a particular selection technique is used to decide between job applicants, it ought to be valid. There are three main sorts of validity that apply. (1) Content validity refers to whether the technique is a good measure of the quality or attribute being assessed. For example, if word processing skill were needed, getting the candidate to undertake a practical test would have greater content validity than asking them about their word processing ability in an interview. (2) Predictive validity refers to the ability of a particular technique to predict future job performance. For example, scores on a numeracy test might be a good indicator of likely future accuracy of candidates applying for the job of accounts clerk. (3) Face validity refers to whether the technique is deemed an appropriate method for assessing the applicant. For example, if an applicant for a security guard's job was given a test for telephone skills, there would be little face validity (assuming such guards rarely use a telephone in the course of their work). Where there is little face validity, the applicant is likely to underperform, seeing no relevance to the technique being used and the future requirements of the job. [See reliability.]

(1) Content validity refers to whether the technique is a good measure of the quality or attribute being assessed. For example, if word processing skill were needed, getting the candidate to undertake a practical test would have greater content validity than asking them about their word processing ability in an interview. (2) Predictive validity refers to the ability of a particular technique to predict future job performance. For example, scores on a numeracy test might be a good indicator of likely future accuracy of candidates applying for the job of accounts clerk. (3) Face validity refers to whether the technique is deemed an appropriate method for assessing the applicant.

Subjects: Human Resource Management.


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