Values Fit

The focus here is on personality profiling and personality fit, culture fit, values fit and so on. Values fit is a very useful measure for startup selection processes is .

Values Fit

We specialise in fit profiling, including values fit. For example:

  • Culture fit.
  • Personality fit.
  • Interview fit.

Values based situational judgement tests 

Typically a situational judgement test uses problem-solving and judgment skills to measure role-specific competencies. In particular those role characteristics which are difficult to assess at interview or in an assessment centre. For example, empathy and resilience in customer-facing customer service roles.

At a higher level than the role, bespoke SJTs can also be designed to assess organisational “fit”. How well an individual’s values and attitudes match those of the organisation. The rationale is that this is an assessment of whether or not the individual “fits” into the organisational culture.

Values Fit Designs

Rob Williams Assessment Ltd has experience of designing values tests that are generic in nature.

Alternatively specific values test which assess a company’s values. Hence, an individual’s fit between their personal values and their work’s organisational values. Situational judgement tests (SJTs) are often used to measure values. Also, the fit with a company’s values.

Biodata fit

Test questions asking about previous working and life history facts. Biodata questions can include personal attitudes, values, beliefs. There are therefore both autographical and biographical perspectives. For example, how effective previous working relationships were with managers and/or colleagues.

Biodata Face validity 

Whilst biodata was popular in the 1970’s/80’s in the UK, it fell out of fashion due to concerns about face validity. Face validity is how job relevant a test’s questions appear to be. This is difficult to show with biodata’s indirect approach; posing biodata fit questions about past behaviours which can seem intrusive.

Application blanks

Application blanks are a statistical oriented approach is based on the notion that each piece of information has a potential to predict later performance.

Biodata Part II

The biographic data are evaluated in the same way as test scores. The most predictive biographical items are chosen. Each one discriminates between success and failure. A good item is one in which the ratio of successes in one level of the item differs from the successes ratio in another level of the same item.

In our opinion, construct validity studies of biodata scores are mainly based on the notion that past behaviour is the best predictor of future behaviour. Some attempts were concerned with an internal analysis of the biodata components. Also, a degree of success in previous life stages is a good predictor of success in later stages regardless of the context of the success.

Biodata Part III

In our opinion, these suggestions cannot explain the predictive power of some biographical items.

Now, consider another extreme example. A significant correlation between attendance at a circus show and success as a door-to-door sales-person. Thus, there is a need for a distinction between items that measure past achievement, and those that indicate interest, motivation towards a particular activity, or even social status.

There is no theory behind the relationships between an item and the criterion; theoretically, everything goes. Any item that can discriminate between successes and failures can be used. No attention is paid to the reasons for the discriminative strength of items.