Jan 14, 2025
Reliability and validity are essential considerations in the use of psychometric assessments for hiring decisions. Reliability ensures consistent results across applications, providing a stable measure of the intended traits. Validity, on the other hand, evaluates whether the assessment accurately measures the constructs it claims to and fulfills its intended purpose. Validity is a multidimensional concept, relying on evidence from factors like test content, internal structure, and response processes rather than a singular “validity coefficient.” Psychometric assessments are most effective when used alongside other hiring tools, such as interviews, and should account for no more than 33% of the overall decision-making process. By aligning assessments with their specific purpose and addressing potential biases, organizations can ensure fair and effective hiring practices that enhance decision-making while maintaining reliability and equity.
Feb 28, 2020
Technological advancements throughout society are occurring at an ever-increasing rate. Neurological discoveries and associated investigative tools are leading to new understandings of human behavior never before explored. While the future of artificial intelligence for hiring and professional development is making headlines, this science requires time for peer review and refinement of new technologies.
Apr 10, 2019
A system for predicting potential of success of an individual for a particular job or task. Behavioral and values information is derived from the individual. This information is then analyzed and compared against standards for behavior and values previously calculated for the specific job. An evaluation can then be made of the applicant’s responses to the standards to predict success of a perspective employee for the particular job, or to attempt to improve performance of a current employee for a specific job.
Apr 10, 2019
A method and apparatus for deriving key characteristics for superior performance in a job includes deriving a set of behaviorally-related competencies relevant to most jobs, surveying persons knowledgeable about the job based on the set of competencies, and defining the job in terms of the most significant competencies identified by the surveys.
Apr 4, 2019
This in-depth study of 500 nonprofit marketing and fundraisers compares and contrasts executives, mid-management and practitioners by examining behaviors, motivators and acumen. This case study provides a template for other studies in other fields.
