By using the test, more effective employment decisions can be made about individuals.In other words, the test measures one or more characteristics that are important to the job. For example, a test of mental ability does in fact measure mental ability, and not some other characteristic. The test measures what it claims to measure.

This means that if a person were to take the test again, the person would get a similar test score. The test measures what it claims to measure consistently or reliably.What makes a good test?Īn employment test is considered 'good' if the following can be said about it: Use assessment tools that are appropriate for the target population. Use only assessment procedures and instruments that have been demonstrated to be valid for the specific purpose for which they are being used. Use only reliable assessment instruments and procedures. How to interpret validity information from test manuals and independent reviews.Using validity evidence from outside studies.Methods for conducting validation studies.Interpretation of reliability information from test manuals and reviews.These explanations will help you to understand reliability and validity information reported in test manuals and reviews and use that information to evaluate the suitability of a test for your use. This chapter provides a simplified explanation of these two complex ideas. You should examine these features when evaluating the suitability of the test for your use. These are the two most important features of a test.

Test reliability and validity are two technical properties of a test that indicate the quality and usefulness of the test.

Time and Attendance/Workforce ManagementĬhapter 3: Understanding Test Quality-Concepts of Reliability and Validity.

Types of reliability and validity