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the validity of pre employment assessments

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personality test are not necessarily the same, but the high correlation provides . hiring procedures (without the use of a validated pre-employment test) .

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3. Predictive validity, or criterion validity, occurs when the employer hires people for a job via normal hiring procedures (without the use of a validated pre-employment test) and, simultaneously, has them complete the pre-employment test. The results from the test are not used in the hiring decisions. The employees are followed for a period of time; say 3-6 months, to track their progress. At the end of the period, supervisors evaluate them. Benchmarks are established using the supervisor ratings and the results of the pre-employment test. This approach takes into account those who are still with the employer and whom the employer considers successful. Innet used this approach with tremendous success with UPS to develop standards for package handlers

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category Personality » Personality Quizes

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