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How Can You Use the Accuracy/Validity Index in Your Selection Process?

Posted Thursday, October 25, 2007 in Definitions

First and foremost, the Accuracy/Validity Index tells you whether you can depend upon the scores to either select or coach your new employee.  The following definitions will help you understand the Index ...

High Accuracy
Even when describing potentially negative behaviors, your applicant has been frank and forthright. If the individual’s Compatibility Rating is High, this applicant’s personality and motivation are compatible to the job description. In addition, be sure to assess his or her ability (skills, knowledge and experience) and reliability (work ethic/self-discipline) through the use of a structured interview. When it comes to coaching or training your new employee, there is evidence that suggests employees with High Accuracy (especially when coupled with low Good Impression) have fewer ego defenses, causing them to be more open and receptive to instruction.

Moderate Accuracy
There were times when your applicant unintentionally attempted to leave an unrealistically favorable impression. Some of the scores will be less accurate than others. Cross-validate these test results using our follow-up questions that are available on the Internet. Generally, these results can still be used for training and development purposes. You should know that “compliant” personalities who are highly motivated to please others often have Moderate Accuracy due to their need to be socially desirable. Unlike applicants who intentionally “fake” the questionnaire, these applicants generally avoid all negative behaviors and avoid offending others at all costs. Note: Compliant personalities can be recognized by their low Need for Control (Nc) Scores and high scores on Need to Nurture (Nn).

Invalid
This Invalid rating is based on extensive research from candidates who attempted to “sell themselves” to leave an unrealistically favorable impression when responding to the CPQ. Though many of your candidate’s individual responses may be accurate, the overall Compatibility Score cannot be calculated. As a result, CraftSystems recommends that you DO NOT use these CPQ results in your hiring/selection decision. Instead, rely on your candidate’s Employment Interview Guide responses, background history, and other information. It is important to understand that there is no research that indicates Invalid results are related to honesty or dishonesty. This candidate’s results/reports should only be used for employee development or training.

Important Note: You should know that there are literally hundreds of personality questionnaires in the marketplace. Psychologists developed the great majority to use in a mental health (not employment) environment where faking was seldom a problem. A host of other personality tests were recently developed by marketing specialists who have very little knowledge of test validity or reliability. The test items are so transparent that any “test-wise” applicant can see-through the questionnaire and respond in a way that generates the highest possible score. Very few of the existing personality tests have the sophistication and research required to reduce and measure applicant faking. Whichever questionnaire you’re presently using, you can test its transparency by giving it to a few of your employees and asking your employees to fake the test to get the highest score. If the test developer’s scoring routine does not warn you of “invalid” or “questionable” scores, you should reconsider your use of the test.