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The workplace assessment space can get crowded, at times making it difficult to remember which tools measure what. As an HR professional, you want to feel comfortable with every aspect of your hiring process. The credibility of your organization and employer brand are reflected in the candidate experience, which means the validity of any assessments you use for hiring is paramount.
Construct validity refers to how accurately a test or tool measures the theoretical concept – also known as “construct” – it’s designed to measure.
In other words: Is the test measuring what it’s supposed to? Does the test predict what it’s supposed to predict?
In this post, we’ll break down construct validity, including what constructs are, how to assess construct validity, why it’s vital to HR leaders and managers, and how to choose scientifically validated assessments for effective hiring decisions.
What are constructs?
In the research field, constructs are abstract concepts that are not directly observable or measurable. For example, you can’t measure someone’s talent or happiness with a ruler.
Some common examples of constructs include:
Happiness Sadness Talent Intelligence Anxiety Optimism Motivation Self-esteem Conscientiousness Introversion Extroversion Resilience Empathy Critical thinking Cognitive thinking Employee engagement Productivity Job satisfaction
