How Can You Use the Accuracy/Validity Index in Your Selection Process?
First and foremost, the Reliability and Response Distortion Indexes tell you whether you can depend upon the scores to either select or coach your new employee. The following definitions will help you understand the Index ...
The Reliability Index measures the degree to which a person understood the questions, maintained focus while answering them, and gave answers with a thoughtful response.
- Low Reliability indicates invalid results due to the individual's responses while completing the questionnaire. Do not use these results.
- Moderate Reliability suggests these results be cross-validated with personal interviews and reference checks.
- High Reliability indicates the individual understood the questions and responded to them in a way that has been shown to be predictive.
The Response Distortion Index rating measures the individual's tendency to intentionally or unintentionally answer the questions in a way to exaggerate strengths and downplay weaknesses in order to leave a more favorable impression.
- Low Response Distortion indicates a minimal tendency to exaggerate strengths and downplay weaknesses and an open and vulnerable personality that usually recognizes personal faults and easily accepts blame. These results are accurate and predictive.
- Moderate Response Distortion indicates an average tendency to exaggerate strengths and downplay weaknesses and suggests these results be cross-validated with personal interviews and reference checks.
- High Response Distortion indicates a tendency to deny weaknesses and emphasize only strength leading to an inaccurate profile and an invalid score. Do not use these results.