In the validity assessment of recruitment, validity is divided into

Validity in recruitment validity assessment is divided into predictive validity, content validity, and same-test validity. The details are as follows:

1. Predictive validity:

Reflects the validity of the test in predicting future behavior. The predictive validity is understood by comparing the score obtained by the candidate in the selection with the performance score after being hired. If the correlation between the two is greater, it means that The selected testing method, the more effective the selection method, and this method can be used to further evaluate and predict the potential of the candidates.

The evaluation of the effectiveness of the recruitment process is mainly divided into two aspects: reliability and validity. Reliability mainly refers to the reliability or consistency of the test results. Reliability is usually divided into stable Three aspects: coefficient, equivalence coefficient, and internal consistency coefficient. When the recruitment completion ratio is greater than or equal to 100%, it means that the recruitment tasks have been completed or exceeded in terms of quantity, and the effect of publishing recruitment information will be better.

2. Content validity:

That is, how effective each part of a test is in measuring a certain characteristic or making a certain estimate. When testing content validity, the main consideration is Is the measured content related to the characteristics you want to test?

For example, if you recruit typists and test their typing speed and accuracy, hand-eye coordination and finger dexterity, the content validity of the operational test is relatively high. , because accuracy and flexibility are professional characteristics that typists should possess and need to be measured in particular. Content validity is mostly used in knowledge tests and practical operation tests.

3. Same-test validity:

Same-test validity refers to conducting a certain test on employees, and then comparing the test results with the employees’ actual work performance appraisal scores. If the two If the correlation between the two is very high, it means that the test has high validity.

This method is not suitable for testing when selecting employees, because this validity is based on the test of existing employees, and the experience the employees have, their understanding of the organization, etc. Therefore, the applicant may not score high on the test due to lack of experience, and thus be mistakenly believed to have no potential or ability, which may not be the case.