Why validity is the key link to improve the quality of personnel selection?

Validity is a very important key link in personnel selection, because it can accurately measure the rationality and legitimacy of recruitment methods, thus improving the quality of personnel selection.

Validity refers to the relationship between the evaluated characteristics and job performance when selecting personnel through some evaluation tool, such as interview, test or scoring standard.

If the selection tool is efficient, that is, there is a close relationship between the evaluated characteristics and job performance, then the selection result will accurately predict the employee's job performance. This can reduce the situation of wrong recruitment as much as possible, improve the hit rate of recruitment, thus saving manpower, material resources and financial resources and reducing the losses of enterprises.

Therefore, considering the value of talents and the limited resources, validity has become a very important key link to improve the quality of talent selection. Only through scientific and reasonable selection methods and effective selection tools can we ensure the recruitment of outstanding talents and provide a strong guarantee for the rapid development of enterprises.

Here are two methods for calculating effectiveness in detail:

1, the calculation method of correlation validity

Relevance validity refers to the relationship between the tool score evaluated by the text and an acceptable standard or reference scale. Because the calculation of correlation validity is based on the data collected from the research samples, this validity is also considered as the validity of the collected samples.

The correlation validity can be calculated by the following formula: r = σ (x-x? )(Y - y？ )/√[σ(X-X？ )? *σ(Y-Y？ )? ]

Where r is the correlation coefficient, x is the score of the evaluation tool, and y is the score of the reference index.

For example, if you want to determine whether there is a relationship between the applicant's ability test score and the employee's performance, you should use correlation validity to measure the correlation between the test score and the actual job performance. If the correlation coefficient is 0.5, it means that there is a moderate correlation between test scores and grades (negative values mean negative correlation).

2. Calculation method of predictive validity

Predictive validity is the relationship between the score of evaluation tools and actual work performance. Predictive validity is widely used in recruitment to measure the extent to which personnel selection tools can predict future employee performance.

The predictive validity can be calculated by the following formula: r = σ (p-p? )(Y - y？ )/√[σ(P-P？ )? *σ(Y-Y？ )? ]

Where r is the correlation coefficient, p is the predicted score, y is the actual performance, p? Is the average of the forecast scores, y. Is the average of actual performance.

For example, if you need to evaluate a candidate's ability to predict future actual performance, you can use predictive validity. If the correlation coefficient is 0.5, it shows that this forecasting tool has a moderate ability to prove the performance of future employees.