Instead, they have established guidelines with respect to validity and fairness that all employment tests are expected to meet. PSI tests have been developed for the express purpose of being job-related for specifically identified large job families. Because the development process has focused on the job-relatedness of the tests, the process of demonstrating compliance with the Guidelines for these tests is relatively straightforward. A. Validity is the benchmark of any test's usefulness. Several validation strategies are outlined in the Uniform Guidelines on Employee Selection Procedures , including content validity, criterion-related validity, construct validity, and transportability.
Content validity refers to the relationship of test content to job content.
Content validity is achieved by a combination of job analysis, evaluation of test content for job relevance, and evaluation of statistical properties of the test. The resulting coefficient indicates the strength of that relationship. Validity coefficients can range between 0.0 and 1.0. Industrial psychologists have determined that, in most cases, a validity coefficient above .20 is acceptable and a coefficient above .30 is good depending on sample size. Construct validity involves showing that tests are an acceptable measure of an attribute, such as mechanical aptitude, that is also found to be important to job performance.