At InVista, people frequently ask us how we know our assessment can measure someone’s ability to perform well in a job, fit into a certain workplace culture, or meet expectations about their commitment to the role. We acknowledge that humans are remarkably complex beings and may not behave exactly as we anticipate, so we think it’s important to explain a concept called predictive validity.
What is predictive validity? Predictive validity refers to the ability of a test to predict an intended outcome—in this case, linking scores on an assessment to actual performance in a given role. As scores increase, job performance increases. As scores decrease, the likelihood of success on the job decreases. By using a prehire assessment like ours that has a high degree of predictive validity, you can feel confident that an individual’s scores are projections of their job performance.
What is job performance? Job performance may be measured in a variety of ways depending on the expectations of the role—for example, how much you produce, how few errors you make, or how much you sell. But we can go beyond measuring the more technical aspects of the job; we can assess whether a candidate will go the extra mile to finish tasks; follow your organization’s rules and procedures; and generally be dependable, cooperative, and inspired.
How do we predict job performance? We look at predictors of job performance related to personality—assessing the traits most closely associated with effective performance. Using a candidate’s scores, we can make assumptions about how the candidate will perform on the job beyond the most technical aspects of the position. By using an assessment with high predictive validity, you can be confident that a job candidate can do more than the basic tasks associated with the job and will be engaged once in seat.
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