Methods and Validation

Question 1

What tests and instruments can we use to test the validity of job analysis?

Answer 1

 Psychometric tests
 Work simulations
 Interviews
 Application forms
 Assessment centers

Question 2

Features of evaluation standards for personnel selection standards?

Answer 2

• Discrimmination
• validity of measures
• reliability of measures
• legality
• fairness
• cost effectiveness

Question 3

What are the major sources of distortion in validation studies?

Answer 3

• Small sample size
• poor measurement precision due to unreliable tests
• restricted range of scores from a limited sample of respondents

Question 4

What does the validity and reliability examine?

Answer 4

 Examining the correlation between the selection method and
future performance of job holders
 Examining the candidate’s reaction to the selection process
itself
 Reliability of the measure or method refers to whether your test
returns consistent results across different situations

Question 5

Describe the most important type of validity

Answer 5

The Criterion related validity is the most important type of validity and it does the selection method based on identifying specific
predictors predict later work performance.

Question 6

List the types of validities

Answer 6

• faith
• incremental
• face
• content
• construct

Question 7

Describe the faith validity

Answer 7

Valid because of how it is packaged and presented

and the status of the developer

Question 8

Describe the Incremental Validity

Answer 8

assesses how much better at predicting performance would

we be if we included one more predictor

Question 9

Describe the face Validity

Answer 9

This test looks like it is right. Refers to the acceptability
of the measure, like the MBTI

Question 10

Describe the Content Validity

Answer 10

Measures of the predictor cover a representative
sample of all relevant behaviours being measured
e.g., all actions a manager should perform

Question 11

Describe the Construct Validity

Answer 11

Established by correlation; seeing how well one wellknown measure correlates with another for the
predictor in question

Question 12

What are the reliability types?

Answer 12

-test-retest: External form of reliability where you are
expected to score consistently on the test at
time 1 and time 2
-parallel forms: External form of reliability where you are
expected to score the same on two different
versions of the test
-internal: e.g., Cronbach’s alpha coefficient or splithalf method are internal reliability measures
that depend on statistical techniques to
determine how consistent a measure is

Question 13

What factors are used to access the usability of selection methods

Answer 13

 Cost effectiveness can be determined by
 Selection ratio – number of hired candidates/ number of
applicants
 Financial benefit of improved performance
 Selection ratio – you want to hire as many people as you can
who will perform well and as few people who will not perform
well. If your predictors are good, chances of hiring people
who don’t perform well are reduced – false positives reduced.