Validating employment tests
For example, conservative estimates of the cost of turnover range from 1/3-1/2 of the annual salary of the employee that is being replaced.
The costs of replacing management, executive and highly skilled talent can easily be 1-2 times the annual incumbents salary.
A proper evaluation of a decision-making process may reveal room for improvement, and often a test is a cost-effective and efficient way to improve the process.
Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance. S., the Uniform Guidelines on Employee Selection Procedures (1978) defines a test as any method used to make an employment decision.Test validation studies or test validity for a pre-employment assessment is only an objective measure that provides evidence that the test or personality assessment actually measures what it purports to measure. The Reliability and Validity Manual published by Candidate Resources, Inc., establishes the legal and written confirmation that this employment test was professionally developed and validated in accordance with both Construct and Criterion methods of validation.Validation is not a stamp of approval by any governmental agency but rather a study undertaken and directed by the test publisher in accordance with certain professional standards. Candidate Resources, Inc., will defend the validation or content of the Achiever for any company using this pre-employment assessment, but cannot assist any company as a result of the misuse or abuse of the Achiever.As with any other method of making employment decisions, tests can be scrutinized if there is a belief that discrimination in employment decisions has occurred.Adverse impact exists when the selection rate of a given demographic group (e.g., females vs. blacks, etc.) is substantially lower than the selection rate of the majority group.