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VALIDITY & RELIABILITY
Tests and validity  spr 2012
ACCURACY OF SELECTION METHODS
            PREDICTED VALIDITY

100       PERFECT PREDICTION
90
          ASSESSMENT CENTRES/ SAMPLE TEST
80
          ABILITY TESTS
70
          PERSONALITY TESTS (COMBINATION)
60
          BIODATA
50
          STRUCTURED INTERVIEWS
40
          TYPICAL INTERVIEWS
30
          REFERENCES
20
          ASTROLOGY
10
          READING HANDS
0
                CHANCE PREDICTION
The Effectiveness of Personnel
                         Selection     Legal
                                                                            Reacti
                  Method              Validity    Cost      Defensibility
                                                                             on

                                                   Low
Application blanks                      Low                      ?          Neutral

Weighted application                    High       High         High        Neutral
                                        High
Biographical/Interest blanks                     Moderate        ?          Negative

                                        Low
Letters of recommendation                          Low          Low         Positive

                                        High
Cognitive ability tests                            Low          High        Negative

                                        High
Job knowledge tests                                High         High        Positive

                                        High
Performance tests/work samples                     High         High        Positive

                                        High
Assessment Centers                                 High         Low         Positive

Interviews_unstructured; one rater      Low        Low          High        Negative
Structured interviews Behavioral or
situational                             High       High         High        Positive
GENERIC STANDARDS

• VALIDITY
• RELIABILITY
• UTILITY
• LEGALITY
• IMPACT or FACE
  VALIDITY
LEGALITY
• Conform to the laws of the country.
  – Discriminatory regulations
  – Avoid adverse effects on groups
  – Age restrictions
  – Disability Quota
  – Avoid litigations later
UTILITY
• Degree to which the bottom line is effected
  by selection methods
  – Increase the probability of acceptance ratio.
  – Turnover types. Eg strong or weak
    performers.
  – Type of job: greater utility for higher revenue
    jobs/ difficult jobs.
VALIDITY
“The Extent To Which A
 Performance Measure Assesses
 All The Relevant-and Only The
 Relevant-aspects Of Job
 Performance.”
CONTENT VALIDATION
A Test-validation Strategy Performed
“
     By Demonstrating That The Items,
     Questions, Or Problems Posed By A
    Test Are A Representative Sample Of
    The Kinds Of Situations Or Problems
          That Occur On The Job.”
CRITERION-RELATED
         VALIDITY

A Method Of Establishing The
“
Validity Of A Personnel Selection
Method By Showing A Substantial
Correlation Between Test Scores
 And Job-performance Scores.”
Methods for calculating validity
• Content validity
  – expert judgment
  – Content validation ratio
  Criterion Validity
    Predictive Validity
    Concurrent Validity
  Expressed in coefficient co-relation from – 1 to
   +1
HOW VALIDATE
•   Analyze the job
•   Choose the tests
•   Administer the test
•   Relate the test scores and criteria
•   Prepare an Expectancy Chart
•   Cross validate and Revalidite
Measure all               Concurrent Validation
                                                   current job
                                                 incumbents on
                                                    attribute
                                                                                    Obtain correlation
                                                                                   between these two
                                                  Measure all
                                                                                     sets of numbers
                                                  current job
           Graphic Depiction of Concurrent and
                                                   incumbents’
                                                  performance
              Predictive Validation Designs


                                                 Measure all job             Predictive Validation
                                                 applications on
                                                   attribute


                                                    Hire some
                                                  applicants and
                                                  reject others
                                                                                    Obtain correlation
                                                                                   between these two
                                                 Wait for some                       sets of numbers
                                                  time period


                                                 Measure all newly
                                                        hired job
09/21/12                                              incumbents’
                                                                Know more!                               13
                                                     performance
Employee Testing and Selection

                  (Highest 20%) 57-64                                                             97



              (Next highest 20%) 51-56                                                       84
Test Scores




                  (Middle 20%) 45-50                                               71



              (Next lowest 20%) 37-44                                     55



                  (Lowest 20%) 11-36                    29



                                    0             20           40          60           80        100

                                        Chances in a hundred of being rated a ”high performer”; and %
                                           of “ high performers” found in each test score group
RELIABILITY
“The Consistency Of A
 Performance Measure; The
 Degree To Which A
 Performance Measure Is
 Free From Random Error”.
METHODS FOR ESTB
           RELIABILITY
•   1. Test retest
•   2. Spilt-Half
•   3. Parallel test
•   4. Calculate Test’s reliability
•   5. Calculate Standard deviation
ACCURACY OF SELECTION METHODS
            PREDICTED VALIDITY

100       PERFECT PREDICTION
90
          ASSESSMENT CENTRES/ SAMPLE TEST
80
          ABILITY TESTS
70
          PERSONALITY TESTS (COMBINATION)
60
          BIODATA
50
          STRUCTURED INTERVIEWS
40
          TYPICAL INTERVIEWS
30
          REFERENCES
20
          ASTROLOGY
10
          READING HANDS
0
                CHANCE PREDICTION
Selection ratio

                              High




                                                                                                                   Base rate
                                             D: False
                                                                                                 A: True
            Satisfactory                    negatives
                                                                                                Positives
Performance
 cutoff score




                      Job Behaviors




  Unsatisfactory




                                                        C: True                                B: False
                                                      negatives                                Positives
                                Low

                                      Low                    Selection procedure scores                   High
                                               Unqualified                                Qualified
                                                                Selection cutoff score
Validity Correlation Analysis after Cut Scores are Lowered
 Satisfactory
                                        D              C
        Performance
            Job




                                        E




Unsatisfactory
                      0         50       70
                      Lo       Test
                      w        score
Validity Correlation Analysis after Cut Scores are Highered
 Satisfactory
                                        D             C



                                                             A


                                                              B
        Performance
            Job




                                        E




Unsatisfactory
                      0         50      70           98-100
                      Lo       Test
                                                      High
                      w        score

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Tests and validity spr 2012

  • 3. ACCURACY OF SELECTION METHODS PREDICTED VALIDITY 100 PERFECT PREDICTION 90 ASSESSMENT CENTRES/ SAMPLE TEST 80 ABILITY TESTS 70 PERSONALITY TESTS (COMBINATION) 60 BIODATA 50 STRUCTURED INTERVIEWS 40 TYPICAL INTERVIEWS 30 REFERENCES 20 ASTROLOGY 10 READING HANDS 0 CHANCE PREDICTION
  • 4. The Effectiveness of Personnel Selection Legal Reacti Method Validity Cost Defensibility on Low Application blanks Low ? Neutral Weighted application High High High Neutral High Biographical/Interest blanks Moderate ? Negative Low Letters of recommendation Low Low Positive High Cognitive ability tests Low High Negative High Job knowledge tests High High Positive High Performance tests/work samples High High Positive High Assessment Centers High Low Positive Interviews_unstructured; one rater Low Low High Negative Structured interviews Behavioral or situational High High High Positive
  • 5. GENERIC STANDARDS • VALIDITY • RELIABILITY • UTILITY • LEGALITY • IMPACT or FACE VALIDITY
  • 6. LEGALITY • Conform to the laws of the country. – Discriminatory regulations – Avoid adverse effects on groups – Age restrictions – Disability Quota – Avoid litigations later
  • 7. UTILITY • Degree to which the bottom line is effected by selection methods – Increase the probability of acceptance ratio. – Turnover types. Eg strong or weak performers. – Type of job: greater utility for higher revenue jobs/ difficult jobs.
  • 8. VALIDITY “The Extent To Which A Performance Measure Assesses All The Relevant-and Only The Relevant-aspects Of Job Performance.”
  • 9. CONTENT VALIDATION A Test-validation Strategy Performed “ By Demonstrating That The Items, Questions, Or Problems Posed By A Test Are A Representative Sample Of The Kinds Of Situations Or Problems That Occur On The Job.”
  • 10. CRITERION-RELATED VALIDITY A Method Of Establishing The “ Validity Of A Personnel Selection Method By Showing A Substantial Correlation Between Test Scores And Job-performance Scores.”
  • 11. Methods for calculating validity • Content validity – expert judgment – Content validation ratio Criterion Validity Predictive Validity Concurrent Validity Expressed in coefficient co-relation from – 1 to +1
  • 12. HOW VALIDATE • Analyze the job • Choose the tests • Administer the test • Relate the test scores and criteria • Prepare an Expectancy Chart • Cross validate and Revalidite
  • 13. Measure all Concurrent Validation current job incumbents on attribute Obtain correlation between these two Measure all sets of numbers current job Graphic Depiction of Concurrent and incumbents’ performance Predictive Validation Designs Measure all job Predictive Validation applications on attribute Hire some applicants and reject others Obtain correlation between these two Wait for some sets of numbers time period Measure all newly hired job 09/21/12 incumbents’ Know more! 13 performance
  • 14. Employee Testing and Selection (Highest 20%) 57-64 97 (Next highest 20%) 51-56 84 Test Scores (Middle 20%) 45-50 71 (Next lowest 20%) 37-44 55 (Lowest 20%) 11-36 29 0 20 40 60 80 100 Chances in a hundred of being rated a ”high performer”; and % of “ high performers” found in each test score group
  • 15. RELIABILITY “The Consistency Of A Performance Measure; The Degree To Which A Performance Measure Is Free From Random Error”.
  • 16. METHODS FOR ESTB RELIABILITY • 1. Test retest • 2. Spilt-Half • 3. Parallel test • 4. Calculate Test’s reliability • 5. Calculate Standard deviation
  • 17. ACCURACY OF SELECTION METHODS PREDICTED VALIDITY 100 PERFECT PREDICTION 90 ASSESSMENT CENTRES/ SAMPLE TEST 80 ABILITY TESTS 70 PERSONALITY TESTS (COMBINATION) 60 BIODATA 50 STRUCTURED INTERVIEWS 40 TYPICAL INTERVIEWS 30 REFERENCES 20 ASTROLOGY 10 READING HANDS 0 CHANCE PREDICTION
  • 18. Selection ratio High Base rate D: False A: True Satisfactory negatives Positives Performance cutoff score Job Behaviors Unsatisfactory C: True B: False negatives Positives Low Low Selection procedure scores High Unqualified Qualified Selection cutoff score
  • 19. Validity Correlation Analysis after Cut Scores are Lowered Satisfactory D C Performance Job E Unsatisfactory 0 50 70 Lo Test w score
  • 20. Validity Correlation Analysis after Cut Scores are Highered Satisfactory D C A B Performance Job E Unsatisfactory 0 50 70 98-100 Lo Test High w score