GRADUATE EXPERIENCE VS. PREDICTIVE VALIDITY

Designing a best practice graduate assessment process is not easy. Numerous factors need to be considered and reconciled. Two of the most important considerations today should be the candidate experience and the predictive validity of the assessment methods used.

The candidate experience begins at the application stage, and continues right through to the reference checking and offer stage. Every interaction with the organisation leaves the person with an impression of how they value their people, which may affect their decision to accept or reject your offer.

The predictive validity of the assessment method refers to the extent to which the performance on the assessment method (e.g. interview) is able to predict actual job performance. Assessment methods that are high in predictive validity will increase the organisation’s likelihood of identifying the best graduates for their graduate positions.

In theory, the aim is simple, use the most predictive assessment methods, while ensuring a positive candidate experience. However, in practice, reconciling the candidate experience with the most valid methods of predicting job success is a fine art. Many assessment methods are high in predictive validity, but low in ensuring a good candidate experience, and vice versa.

Some of the most frequently used methods are listed below, with commentary regarding each method’s typical predictive validity and associated candidate experience, and how to ensure that the implementation of such methods leads to a positive candidate experience.