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Home arrow Psychology arrow The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention
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Validity across cultures

Few researchers have systematically studied differences in validity across different cultures. In one such study, Baron, Martin, Proud, Weston and Elshaw (2003) compared cognitive ability scores and found consistent differences in scores among countries. In general, the scores from poorer countries with fewer educational opportunities were lower than those from wealthier countries with more educational opportunities. Baron and colleagues concluded that the validities (i.e., the relationships between test scores and job performance, training performance and educational opportunities) were consistent across countries.

Validity of non-traditional selection procedures

Validity studies of non-traditional selection procedures are scant in the literature. Credit checks are increasingly being used as a pre-hire selection device; however, work to systematically establish their job-relatedness or their relationship to job performance or other criteria of interest is lacking. Unlike credit ratings, which are objectively derived, information from social media is often used subjectively. The inferences made from these social media data have generally not been validated either. Similarly, many games used as selection devices do not result in a single score but rather give ratings based on the candidate’s behaviour and made on behaviourally anchored rating scales. Validity studies for such tests are lacking in the published literature.

 
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