Choosing the right assessment for selecting or developing employees can make or break the success of a talent initiative.
When deciding on the right assessment for your valuable talent, pay attention to the scientific rigor with which the instruments have been tested. Any good tool should have concrete data demonstrating its validity and reliability. Validity and reliability can tell you two general things:
- that the assessment is measuring what you want it to, and
- that it will reliably assess the same thing each time - ensuring that the results you get aren’t a one-off.
An easy way to think about this concept is with a bullseye metaphor: The very center of the bullseye is exactly what you want to assess.
- Reliable but not valid means that you are consistently testing the same thing over and over again, but it’s not testing what you want to test.
- Valid but not reliable means that the average scores align with the goals of the test, but individual scores are inconsistent.
- Both reliable and valid means that the test will consistently measure what it is supposed to over a period of time - it’s consistently hitting the bullseye.