Concurrent and Predictive Validation Designs

Distinguish between concurrent and predictive validation designs, discussing why the latter is to be preferred over the former as you discuss one of the nine selection methods discussed in this chapter.

Concurrent and Predictive validation designs are the two varieties of criterion-related validity studies (a method of establishing the validity of a personnel selection method that shows substantial correlation between test scores and job performance scores). Concurrent validation is a test given to current employees, the scores of which are matched to the performance of their job. The theory is that employees with higher test scores are performing at a higher level in their current positions. Predictive validation is a test given to applicants for a job that is designed to measure their eventual performance on the job.

Predictive validation is generally preferred over concurrent for several reasons. One is that job applicants are likely better motivated than current employees since they are seeking employment while current employees are already gainfully employed. Secondly, current employees have acquired on the job knowledge that may skew the correlation between test scores and job performance where applicants are being tested on the knowledge they bring to the job without on the job training and therefore allows for a broader assessment of their ability to perform going forward. Lastly, current employees with time in service have likely developed the necessary characteristics the concurrent test is trying to test. Thus, it becomes more difficult to relate test scores and job performance because current employees will have already acquired the skills you are trying to validate. Where applicants have not had the time in service on the job so the skills sought to be validated will not be as honed and the predictive test will more accurately expose the applicants who already poses these skills.

With regard to selection methods, it is my opinion that predictive validation studies are best and most accurately deployed in Cognitive Ability Tests (CATs). CATs measure several mental abilities but the dominate measures are verbal comprehension, quantitative ability, and reasoning ability. These 3 measures together measure a person's ability to figure out complex issues in general. The philosophy is that if an applicant has the skills necessary to efficiently work their way through complex situations in general then those skills will not have to be taught or learned on the job. Therefore, a predictive validation study that uncovers applicants with these abilities will likely yield applicants that will perform well on the job because they are already equipped cognitive abilities necessary to perform job related responsibilities. The applicant will only require training on anything that is unfamiliar to any person outside of the company.