The extent to which a new assessment adds to the prediction of job success above and beyond the forecasting powers of an existing assessment.

A substantially different rate of selection in hiring which works to the disadvantage of members of any race, sex, or ethnic group.

Based on the principle that past behavior is the best predictor of future behavior. In practice, the method involves describing previous accomplishments gained through work, training, or other experie [..]

A measurable pattern of knowledge, skills, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully. Competencies specify t [..]

In a concurrent study, job incumbents (i.e., current employees) are tested and their job performance is evaluated at the same time. The relation between current performance on the assessment and on th [..]

A construct refers to the underlying trait (e.g., intelligence, sociability) assumed to be measured by an assessment. Construct validation involves collecting evidence to determine whether the assessm [..]

Evidence (based on job analysis and expert judgment) the choice of items or tasks included in the assessment logically match or represent those tasks or competencies required by the job.

The degree to which performance on an assessment procedure predicts (or is statistically related to) an important criterion such as job performance, training success, or productivity. There are two ma [..]

An applicant's perception of how valid a measure is based on simple visual inspection. Though face validity alone cannot be used to support the use of an assessment, it is important because it pr [..]

A systematic examination of the tasks performed in a job and the competencies required to perform them. For more information on Job Analysis, please view the Job Analysis page.