Testing and validating the trait emotional intelligence questionnaire
Such constructs might be mechanical, verbal or spatial ability, emotional stability or intelligence.
Typically assessment centres will include ability tests, personality questionnaires, role plays, case studies and an interview.
The table below is based on a revisiting of the Hunter & Schmidt’s 1998 research as presented by Michael Smith (Testing People at Work, 2005) This graphic illustrates the relative effectiveness of the different types of method used in selection processes in terms of their ability to predict future job performance.
A validity coefficient of 0 means that the method is no better than chance selection in terms of selecting someone who will perform successfully in the role.
Perfect prediction is implausible when prediciting human behaviour Taylor Russell tables can help us make more appropriate inferences about future performance in a job for which a particular type of assessment is relevant using the validity coefficient and a margin of error.