b'ValidationTalegent encourages its clients to participate in validation studies to ensure that the psychometric assessments that they use are predicting useful outcomes and on-the-job performance within their organisation .BenefitsAs a general concept, the validity of a psychometric assessment is the degree to which it measures what it is designed to or claims to measure . The validity of an assessment can be investigated by assessing the extent that scores on the assessment predict workplace manifestations of the construct of interest . For example, candidates that score higher on an assessment of numerical reasoning should also be rated as having a better ability to understand and make decisions based on numerical information . Similarly, the higher the score on a measure of sociability, the more gregarious and outgoing someone is likely to be . Higher scores in a values-based measure should align with better results in constructs such as tenure, satisfaction, and organisational citizenship behaviour, assuming the organisation also promotes and support the values .There must be a link between the assessment and the work outcome . For example, finding a coincidental correlation between a measure of resilience and the ability to make decisions based on numerical information doesnt provide validity evidence . Think of validity as the necessary empirical evidence to support the use of an assessment; the use of invalid assessments is not empirically, ethically or legally justifiable and is not recommended . Evaluate Predictive Power: Understand how well assessment predicts performance &business outcomesOptimise Candidate Experience: Use validation results to target assessment to most predictive competenciesFoster Business Buy-in: Tool to explain the benefits of assessment to internal & external stakeholdersMethod What is it? Advantages DisadvantagesIncumbents are inherently less motivated than applicants for a job, and thus they may not Can be good for the interim,perform as well as they would Current employees completewhile greater numbers arehave otherwise. This limits Concurrent the assessments & have workgathered for a predictive study,the strength of correlation Validity performance measured at thee.g. to get stake holder buy-in.between the assessment score same time. Can be completed quickly ifand performance ratings, there is organisational support. misrepresenting the predictive value of the assessment. A much greater degree of organisational support is required.Requires waiting for a sufficient number of Candidates complete theemployees to have gone assessments when applying,The gold standard ofthrough the process & been Predictive then their work performance isValidation, this is the moston the job for 3+months Validity measured after some time haspredictive & accurate form of a(4-6 months in the role is the passed. validation study gold standard*) - minimum 100 matched samplesthis typically requires 150 employees.Not always appropriate to assume that an assessment which has proven validity within one organisation or professional context will necessarily be valid within another . However, assessing the validity and utility of the tool can only be done retrospectively, once sufficient numbers of candidates have been assessed and employed180'