Predictive validity of a battery of personnel selection tests in relation to the employability of the candidates evaluated

Abstract

This study sought to determine the predictive validity of a battery of personnel selection tests, for which the predictive capacity of the BarOn Emotional Quotient Inventory, the Personal Discernment Inventory, the Big Five Questionare, the General and Factorial Intelligence Test, the Inventory of Competences and the Corporate Communication test were assessed in relation to the employability of the candidates evaluated, that is, the probability of being hired for a job once the candidate has been presented by a personnel services company. 100 candidates were randomly selected from a base of participants in selection processes for middle managers of a consulting firm that provides services to other companies. From this, it was identified that a personality trait, the Affability factor, was significantly related to subsequent hiring. Likewise, it was found that many battery components lack predictive capacity.