When it comes to implementing a pre-hire assessment, one of the most critical, yet often overlooked, steps of the process is the validation study.
Previously, we have discussed the importance of understanding your desired business outcomes, the importance of linking employee performance to your desired business outcomes, carefully defining the job, and aligning assessments with job requirements.
Next, you should conduct research to verify that the assessments predict a job's KPIs in a statistically meaningful way at your company.
Our main piece of advice? Be skeptical and demand proof that the assessment process will deliver results at your company.
Why the Validation Study Matters
The use of assessments should always be accompanied by another best practice - the validation study. Validation models provide statistical evidence of the link between a candidate's assessment performance and his/her on-the-job performance and tenure. This allows hiring managers to make quality decisions about job candidates by ensuring they meet or exceed a validated cut-off point on the pre-hire assessments.
The use of objective assessments, calibrated against retention and job performance is a critical Best Practice for any firm attempting to reduce early stage attrition and improve early stage new hire performance.
Validation Studies as a Framework
If a job analysis is the foundation on which a pre-hire process will be constructed, the validation study is the framework that will determine whether assessments will be used properly and deliver value.
Best-practice validation research is designed specifically for each organization based on factors in the business environment and job types. The rationale for conducting a quantitative validation study is very simple: it is the surest way to accurately align the assessments and indices of job performance in a customerís operating environment.
By following this approach, over time, you can improve hiring performance. As the chart below shows, these organizations begin a stair-step improvement process.
Recruiting improves the candidate volume which means more candidates enter the selection funnel. The scoring model continues to gain predictive strength from ongoing data analysis. As a result, the pass rate on the assessments can be reduced allowing for better performers to be hired.
Over time, new hire performance improves. This process is repeated and repeated to create continuous improvement.
To learn more about the connection between the job analysis and validation study, download your free copy of the whitepaper below, or schedule a free consultation with one of our talent selection specialists.