question archive As an HR manager, why would you most likely not use predictive validity to validate a selection test? A) lack of technical soundness B) stressful for job applicants C) associated time and cost D) poor motivation test
As an HR manager, why would you most likely not use predictive validity to validate a selection test? A) lack of technical soundness B) stressful for job applicants C) associated time and cost D) poor motivation test
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As an HR manager, why would you most likely not use predictive validity to validate a selection test?
A) lack of technical soundness
B) stressful for job applicants
C) associated time and cost
D) poor motivation test
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C) Associated time and cost
Predictive validity includes a test and later the details on the criteria. The theoretically sound procedure is predictive validity. However, its use is often not possible due to the time and expense involved.
