Assessment Design & Psychometrics

1. Identify 2-3 core competencies (e.g., Customer Focus, Problem-Solving). 2. For each, write 2-3 behavioral questions (e.g., 'Tell me about a time...') and define what constitutes a 'Poor,' 'Average,' and 'Excellent' answer using specific behavioral indicators. 3. Create a simple scoring rubric for interviewers to use. 4. Pilot it with a colleague on a mock candidate.

1. Clean the data and match candidate scores to performance ratings. 2. Run a Pearson correlation coefficient between test scores and performance. 3. Interpret the coefficient (e.g., r=0.45 suggests a moderate positive correlation, supporting criterion-related validity). 4. Analyze group differences (e.g., by gender or ethnicity) to conduct an adverse impact analysis using the 4/5ths rule. 5. Prepare a brief report summarizing the validity evidence and any required mitigation steps.

1. Conduct a critical incident job analysis to define the target leadership competencies. 2. Select a portfolio of assessment exercises (e.g., leaderless group discussion, in-basket simulation, strategic case presentation, 360° feedback) that map directly to those competencies. 3. Develop a detailed scoring guide and train assessors to minimize bias. 4. Integrate scores into a competency-based report for each participant. 5. Plan a longitudinal study to correlate assessment center ratings with future promotion and performance data to establish predictive validity.