The Value of Validity 2

Most of us involved in HR and recruiting have heard of psychometric tests. Many will use them as part of the recruitment process, but I wonder how many people think seriously about the validity of the test they are using and recognise the impact on candidate selection. 

 

According to a report authored by Saville, MacIver, Kurz & Hopton (Saville Assessment), a test with a validity level of +0.3 means that one person in every 10 that you select will prove to be in the bottom 20% of performers. 

 

Whereas, by using a questionnaire with a validity level of +0.6, one person in every 50 that you select will be in the bottom 20% of performers. 

 

To put it another way, what would you choose? An AI process that produces a 10% chance of a failure, or a consultant led process that produces a 98% chance of success. 

 

That’s why we use a high validity questionnaire as part of our recruitment process. 

 

I’ve had 25 years of experience in executive search helping employers identify, attract and retain talent. If you would like to know more, contact me at: george@grovehouseexecsearch.co.uk or call me on +44 (0) 7876 124330. 

 

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