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When it comes to behavioral science, validity is everything. If a tool is not validated for workplace use, then what good is it? You might as well get your behavioral insights from a random person on the street (or from AI).
Content validity refers to the extent to which a tool used to measure something, such as a test, survey, or interview questions, adequately represents all aspects of the construct it’s designed to measure.
Put more simply, does the content of the assessment fully cover all the relevant aspects of what you’re trying to assess?
For example, take a spelling test for kids in grade four. If the test covers spelling patterns and rules appropriate for their grade level that they’ve just spent weeks learning in class, the test has strong content validity. If, however, the test includes words and patterns far exceeding their learning level that they haven’t learned in class, the test would have low content validity.
By the same token, take behavioral interview questions designed to evaluate specific skills that are outlined in the job description. If “communication skills” are critical to the role but the interview questions only focus on work ethic without touching on active
