A test can be considered reliable if a person appears for it repeatedly and the results are similar for every attempt. Test reliability depends on how consistently the test measures the skills required for a specific job role. Those who score high on the test tend to perform better on the job. It indicates that the test demonstrates a correlation or other statistical relationship between test performance and job performance. If you were hiring for a job that required the ability to transcribe content, testing for the rate at which the candidate types would be high regarding content-related validity. It ensures that the content of a test is relevant and measures the requirements and qualifications for the job role. To measure the construct validity, you would look at the scores from the assessment correlated with scores from other established tests that measure the same characteristics. In other words, you measure a trait or skill that is part of the overall desired skill needed for success on the job. It ensures that the pre-employment test measures only the intended characteristics and no other variables. Validity tells you how good a pre-employment test is for a particular job role.Validity helps you to make a decision or prediction about people based on their test performance.Validity identifies if the characteristic being measured by a test is related to job qualifications and requirements.Validity is the degree to which the pre-employment screening test assesses what it purports to assess and how well it evaluates the applicants' competencies. To ensure legal defensibility, you must check the Validity and Reliability of Assessments. Pre-employment testing not only helps employers assess applicants' job-specific skills but also adds to the employers' legal defensibility.

Validity test and reliability test