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Hire With Your Head: Using Performance-Based Hiringsm to Build Great Teams, Third Edition by Lou Adler

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Appendix B. A Discussion of the Validity of the Structured Interviews Used in the Performance-based Hiring Process[*]

Charles A. Handler, PhD

The purpose of this Appendix is to document the validity of the interviews used in the Performance-based Hiring system. This goal is accomplished via the presentation of three specific types of information:

  1. Information about content validity (Section 1).

  2. N2A summary of the research literature investigating the validity of structured interviews (Section 2).

  3. Information summarizing best practices for structured interviews (Section 3).

The following sections provide an overview of each of these types of information as well as a description of the relevance of this information for demonstrating the validity of Performance-based Hiring interviews.

Section 1: Content Validity

The information in this section provides evidence that the process used to construct the interviews used in the Performance-based Hiring system is consistent with established requirements for demonstrating content validity.

Content Validity Defined

Content validity exists when it can be demonstrated that the content of a selection measure is related to the job for which it is being used.

Requirements for Content Validity

The uniform guidelines on employee selection procedures present a set of standards for ensuring that selection procedures are content valid. The guidelines suggest that there are two critical aspects to constructing content valid selection measures:

  1. The development of ...

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