1. Validity of Selection

2. Objectives Define Validity Relation between Reliability and Validity Types of Validity Strategies

3. Validity Defined The degree to which available evidence supports inferences made from scores on selection measures. Context: we need to see if a test is measuring what it was meant to measure

4. Validation The process of measuring how well a device was able to predict the right outcome ===================================== It tells us what types of opinions may be made from scores obtained from measures It tests the appropriateness of our opinions

5. Relation between Reliability and Validity Go hand-in-hand Reliability Validity

6. Types of Validity Strategies Criterion-related Validity Content Validity Construct Validity

7. Types of Validation Studies Criterion-related validity - testing the relationship between the predictor and criterion in relation to job performance  Concurrent validity - Test scores (predictor) and the criterion data are obtained at essentially the same time  Predictive validity - Administering a test and later obtaining the criterion information

8. Criterion –Related Validity Procedures Concurrent Job analysis Job incumbents rate the KSAs Select test that measures relevant attributes Administer test to employee Analyze results of measures Predictive Job analysis Administer test to job applicants Results filed and applicants are hired Applicants spend time learning the job Examine the criterion data and scores from predictive test

9. Content Validity Validates those job behaviors that are necessary for successful job performance. Major Aspects: 1.Comprehensive job analysis 2.Experts participating in the study 3.Specification of selection measure content

10. Construct Validity Test validation method that determines whether a test measures certain traits or qualities that are important in performing the job