An overview of the value of a criterion-validation study for the business (you) and for the clients (i.e. why is criterion validation important for both parties?)

When talking of validity of criterion, we look the use of these criterions as an established procedure o measurement. The criterion as well as the procedure of the new measurement must also be theoretically related. This measurement procedures includes the following, a variety of research methods for example structured observations, surveys carried out, provided that it should yield data or data’s that are quantitative. (Research, 2012).

Criterion validation test is important to me as the business as it helps to show or test for performance .it act as a predictor of performances, this helps in setting goals and targets of the business. Also act as a guideline on what is expected of the business as the outcome has already been predicted and laid. It helps in proper planning of the business and make changes early enough for the business to realize its full potential. It helps the business in selection of the workers who are being hired to help run the business (Frank L. Schmidt & John E. Hunter,, 1998). Helps in gauging the business potential individually and notes what is expected of them in business.

For the client this acts as a representation of data that shows where the business is headed to and can estimate the kind of profits the business earns. It helps the client to make valid decision about investing in a business firm (Frank L. Schmidt & John E. Hunter,, 1998). Gives the client an insight of what is to be expected of the business as its credibility has been measured. All in all shows the quality to the client and helps them in making decision about investing in a business (Baez, 2013).

An explanation of the best practice considerations that must be taken into account when linking a) General Intelligence Test Scores to employee performance, and b) Personality Profiles to employee performance

Many of the employers tend to utilize these personality tests in the process of employee selection in identifying people who are considered to have more the knowledge and the skills necessary for them to have success in their daily jobs (Baez, 2013) it acts as a variable which  summarizes the positive correlations that are among the different types of cognitive tasks, it reflects on  the fact that the individual’s performance when considered on one type of a cognitive task, it tends act as comparable factor to that one person’s performance with regards to the other kind of cognitive tasks that are at hand. The general factor is said to typically account for about roughly 40 to 55 percent of  between-individual performance  and the differences on one given cognitive test with regards to composite scores basing  on the many tests that are frequently taken into account as the estimates in which  individuals’ standing is looked upon  on the general factor (Anon., 2015). This cognitive test generally refers to all the mental ability in general, cognitive ability and intelligence which are often used.

In regards to Personality Profiles to employee performance the job performance and the personality are considered to be related. It uses a five factor model that is a more social aspect that is included in work environment than that ability. Cognitive response ability is taken into account and considered to be stronger when correlated to task performance. Looking at motivation and job satisfaction in general has a great effect and are key components in getting success in the work place. All the five in the five model theory must be included and considered before all that has to be looked upon, the correlation are not strong when compared to cognitive ability.

  • How you would go about conducting the client benchmark: − What data / Information would you need from the client?

Talking of benchmarking, this is considered to be a way o coming up or discovering the best way to bring out best performance which is supposed to be achieved. One has to fully comprehend the importance of benchmarking, the difference of benchmarking and other methods and finally having an insight o the benchmarking in accordance to the objectives or goals of one’s company. (Stroud, 2000-2016). Roughly there are six kind of metric data that can be used as a client bench mark. First data is the kind of perception a client has over the expectation that they have on the business. It’s simply straight forward and direct to the point. The kind of respondents taken into account should be given various statements and answer using agrees and disagrees in order to get the feedbacks.

The second type of data is how likely the client is going to recommend you to another person either a family member or friend. This information is collected via questionnaires that the clients have to fill. It should be clearly stated and in a friendly manner. Third data to be used is the ideal experience of a customer over the client’s experience. This metric is used to determine if you meet the standards of the customer and gives you information on ratings where your service are when compared to the customers experience to the ideal kind of experience that they have in mind. The next data is the overall satisfaction of the client. Reflect on the general perspective of the client toward you and the services that you offer. The kind of customer satisfaction, kind of quality and clients reliability should be taken into account as these matters a lot. Last but not least the cognitive satisfaction and affective of the client, note that affective is the liking or dislike to something. It is important that you should know if the client is satisfied b you, he or she is mostly influenced by the perceived quality in regards to the benefits and finally the recurring purchase intention, that is how willing are they to come back for the services or goods that you offer this goes hand in hand with the customer satisfaction (Anon., 2015).

  What data would you look at from the general intelligence test?  While using this as bench mark you assess the ability and the aptitude of the client. For example assessment that is normative psychometric.  It shows you the ability of the client to respond to new services or products you bring up in the market. It gives you a clue o what to expect to do in future and plan appropriately for your own growth. It is key important factor in benchmarking as it gives one a clue in case they are planning to bring new products or services to the clients (Frank L. Schmidt & John E. Hunter,, 1998).

What data would you look at from the personality profile? You take into account the cognitive or also known as the aptitude ability. It generally looks at client’s ability as a predictor to their performance. I help to bring out clients ability on improving your benchmarking efforts. It rates various clients against the already existing levels that have the cognitive abilities (Research, 2012). The reliability and safety benchmarks, this means looking at the levels of security the client has when taking into account you. These are key thing in bringing out productivity, gives you a clear picture of what is at hand. Personality, this shows you a clear insight of what the client will consider if you bring in new services or products. It show the influence of one’s’ personality towards the existing dynamics (Robert D. Gatewood, Huberto S. Field, and Murray Barrick, 2011).

 What information would provide the client regarding the validity of these types of selection assessments? One use the criterion related validation that demonstrates a correlation on statistical relationship in test performance and the subject matter. Then there is the content related validation that shows behaviors in relation to the test and lastly constructs related validation that takes into account the claims that it measures. Other information that has to be included is validity evidence, fairness evident and other variables that are of much significant to the matter at hand. These are crucial as the client has to have an insight of how you came about with the selection of these assessments that have been put in place (Mistry, 2012).  Taking into account of professional the test that is developed and used has to come with the report that has validation evidence that includes a well detailed explanation of how this validation was conducted.


How would you determine cut-off scores for selected candidates? Cut off represents the scores that are considered to be of standard grades as part of a selection. On setting cut off one is considering on the best level o display that they anticipate. They are an act of high performance; the following has to be taken into accounts when setting the cut-off points. Consider the level that is required in performance. In short take into account the level of performance that is acceptable and satisfactory. Then determine if higher cut offs are justified by the external factors basis. This is after setting the lowest cut offs in step one. Look at the prevailing market, the kind clients at hand service being rendered. Be ready to justify these cut offs at all times. Think of the probable questions at hand and be ready to answer them. Have a valid reason as to why you have set the cut offs. At least have a reference in mind and stand by the decision you make (Anon., 2011). Always have in mind that there has to be balance, the low cut off point has to be in place. For effective data collection and analysis one should encourage the clients to be taking the analysis more often and giving feedbacks.

What information would influence where you place the predictor cut-off? One should have in mind the component of biasness or discrimination as an inhibiting factor. Always avoid these factors and be fair in making the cutoffs. It should be reliable on selection, one that others can comprehend and emulate. It should measure what it is designed to measure. Avoid the contents that have errors and inconsistency and reduce the rate biasness. Validity requirements must be met at all times.  Note that there should be difference in performance and sensitivity on case matters (Stroud, 2000-2016).

− How would you demonstrate return on investment (ROI?) return on investment I said to be a measure that is used in evaluating the efficiency  in an investment or can be said is comparing number that is efficient  and on different investments,  It measure return that an investment has (Stroud, 2000-2016). First one has to break down on the capitalizations with regards to earnings. After this look into the capitalization rate, then look at draw backs or setbacks of capitalization of earnings in areas of investments. Don’t make assumptions ass these are in valid (Anon., 2016). In demonstrating one should spread the sense of ownership then link ROI to available metric measures. Measure the response and retention then the behavior and impact on business. All these have to be taken into account as a demonstration on return on investment, be on toes and a foot ahead of the competitors. (Anon., 2011).



  • How would you present the findings to a client – what recommendations would you make?

Clients are the most crucial personnel in a company or business. They are considered to be the consumer, their choices influences the income o a company, goods and services rendered by company. Data presentation can be hectic and frustrating (Duarte, 2012). When looking at presentation of data for clients some steps has be taken into account. These are; one make summary that are upfront. Which means all points should be in summary form and precise. Use the key points in making the presentation. Two, it should catch the clients attention. Straight to the point, give the client the information he needs on a clear platform. The kind of audience ones’ client is having also matters. Set targets or expectations; let the client know what is to be presented and how long it takes. With this in mind even the most impatient clients will get through your presentation without interruption. Next give the clients what they want, have in mind that there interest are at hand (Mistry, 2012). Let the slides of presentation pass the test of glance. When the client looks at it, he or she will be attracted to it with how presentable it is. Make sure that the presentation is like a given story line. It has to have a flow from point A to Z. language of presentation is simple. Go through the slides before presentation; get to know what you are presenting to the clients. Rehearse severally before taking the presentation to the client (Robert D. Gatewood, Huberto S. Field, and Murray Barrick, 2011). In recommendation about presentation to the client consider the time of presentation and have in mind the duration that you have set. At least have a forum of where you get their feedback after the presentation of which will help with your future presentation.

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