btain than construct validity evidence however it is also cited as one of the two most art gallery hong kongimportant areas of validity Here we need to link scores on our test with performance So to take the above example again one would expect scores art gallery hong kongon self-confidence to predict face-to-face sales performance If they do our test has criterion-validity Again the HR professional would look to the art gallery hong kongpublisher’s manual for evidence rather than carrying out the study themselves So in terms of validity at least evaluating and choosing the right test is a lot more complex than simply completing the test yourself or handing it to your art gallery hong kongcolleague Now we turn to reliability Reliability refers to the consistency with which a test assesses the construct of interest Simply put if I were to test you today and you scored 6 and tomorrow you scored 12 ignoring practice effects we might suggest there is something wrong with the test A more practical art gallery hong kongexample would be the faith that you might place in a tape measure.if you measure the length of a table today and tomorrow and get different results you know something is wrong The measurement is inconsistent and so it is not reliable Reliability is vital for a test because if a test lacks consistency of measurement it can never be valid No test is 100% reliable just like no method of art gallery hong kongassessment is 100% reliable Factors related to the test itself (such as ambiguous questions) the respondent (such as mood or exposure to tests) and the testing environment (such as noise and heat) can all impact upon the reliability of a art gallery hong kongtest The website cited above stated that as with validity reliability is best assessed by having somebody you know complete the test In fact reliability is typically assessed by using the results of a sizable group of people not just one or two people As with validity there are a number of forms of reliability Among them internal consistency assesses the extent to which each question in the art gallery hong kongtest is related to the overall scale score whilst test-retest assesses the consistency of test scores over time Reliability information should also be found in the publisher’s manual If it is missing or inadequate it raises serious doubts about the integrity of the test Most psychometric tests that are used in selection require the comparison of the candidate’s results to a group of similar others This is how the score is made meaningful If I told you I scored 7/20 on extraversion this would mean very little to you You might ask me how other people who took the test scored It is therefore important that a test has been standardised on suitable groups of people – often referred to as a norm group One of our clients reported to us that she contacted the publisher making the claims above by email She asked about reliability and validity of the test as well as whether or not local norms were available She never received a reply despite 3 reminder emails Additionally if a test developed in one country is taken to another it must go through a lengthy process of translation validation and reliability checks Many people do not realise this and assume that a test can easily be transported from one country to another just by taking it to a professional translator This is not true As the use of psychometric tests in selection and development continues to soar the human resource professional will need an understanding of how to evaluate tests In Asia in particular we are noticing an influx of test publishers and distributors However they are not always reputable and many do not have psychologists in the business at all We have even heard of interested parties being told by publishers that validity information is protected and not available Worse still one provider who has fairly recently headquartered in Hong Kong and is expanding throughout Asia claims that the founder has a PhD from a US university yet when a client of ours contacted the university he was informed that they have no record of the founder’s PhD The publisher referred to at the top of this article states: “Instead of using “years” to really know the person followed with all kinds of risk you can depend on our test to instantly know the person” Whilst well designed tested and validated assessments do provide extensive information on respondenand youhttp://whitestone.hk/