A list of validity levels of tests used in the selection process

A list of validity levels of tests used in the selection process may give you a clearer picture and a useful guideline for questioning test promoters to justify a range of tests or costly assessment centre testing:

* Personality, Mental Ability, Motives & Interests (matched to job) .75
* Personality, Mental Ability & Motives .66
* Mental Ability & Integrity .65
* Mental Ability & Structured Behavioural Interview .63
* Mental Ability & Work Sample Test .60
* Personality & Mental Ability Test .58
* Work Sample Test .54
* Mental Ability Test .51
* Structured Behavioural Interview .51
* Job Knowledge Test .48
* Integrity Test .41
* Personality Test .40
* Assessment Centres .38
* Biodata (application forms) .35
* References .26
* Years of Job Experience .18
* Unstructured Interview .14
* Years of Education .10
* Interests .10
* Graphology .02

Note: Mental ability testing can also be referred to as a cognitive or intelligence test;
the correlations relate to overall job performance. When tests are validated against specific job roles, correlations can increase. As an example, a recent study we did on the Rembrandt Personality Tests, aligned to a specific sales role, gave a .70 correlation.