When using psychometric assessments for hiring, reliability and validity are critical to ensuring accurate and fair decision-making. Reliability guarantees consistent results over time, providing a dependable measure of key traits. Validity, meanwhile, determines whether an assessment accurately measures what it claims to assess and serves its intended purpose. Rather than relying on a single “validity coefficient,” validity is established through multiple factors, including test content, internal structure, and response patterns.
To maximise effectiveness, psychometric assessments should be used alongside other hiring tools, such as structured interviews, and should contribute no more than 33% to the overall hiring decision. By aligning assessments with specific job requirements and addressing potential biases, organisations can enhance the fairness, accuracy, and impact of their hiring processes.
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