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.

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 [..]

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.

In a predictive study, job applicants are tested and their performance evaluated at a later time, usually after being on the job for 6 months or more. The relation between performance on the assessmen [..]

The extent to which applicants’ scores on an assessment are consistent given that the applicants are reexamined with the same or equivalent form of an assessment (e.g., a test of keyboarding skills). [..]