Content Validation Studies: Sometimes a validation study involves simply documenting that the content of the job is similar to jobs for which the tests have been previously developed and validated. This approach is often used with a new company where no employees have been hired, or a situation where there are only a small number of employees in one job category.
Concurrent Validation Studies: Sometimes, a validation study involves using the tests on current employees and correlating their test scores with measures of their job performance. When the company can provide a large enough group of employees in one job category, we can do a full-scale correlational study. The Concurrent Validation Study requires large sample sizes (150 or more people in one job category).
Predictive Validation Studies: Other times, we can start with job candidates and follow them through the job orientation and initial training process to evaluate whether the tests could predict which people were more successful than others. This type of study also requires a large sample size (150 or more in one job category.)
Criterion Related Validation Studies: This is another name for what was described above. Anytime you take test scores from a group of people, then correlate them with an outcome measure of some type (e.g., supervisor ratings, error rates, annual sales, etc.) then you are doing a criterion-related validation study.
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