What is some of the evidence for validity of Assessment Centers?
What will be an ideal response?
Applicants tend to view ACs as more face valid than cognitive ability tests and, as a result, tend to be more satisfied with the selection process, the job, and the organization (Macan, Avedon, Paese, & Smith, 1994). Reviews of the predictive validity of AC ratings in terms of subsequent promotion and performance generally have been positive. Over all types of criteria and more than 50 studies containing 107 validity coefficients, meta-analysis indicates an average validity for ACs of .37, with upper and lower bounds on the 95% confidence interval of .11 and .63, respectively (Gaugler et al., 1987). A more recent study examined objective career advancement using a sample of 456 academic graduates over a 13-year period (Jansen & Vinkenburg, 2006). The criterion-related validity for AC ratings measuring interpersonal effectiveness, firmness, and ambition was .35. Yet research indicates also that AC ratings are not equally effective predictors of all types of criteria. For example, Gaugler et al. (1987) found median corrected correlations (corrected for sampling error, range restriction, and criterion unreliability) of .53 for predicting potential, but only .36 for predicting supervisors’ ratings of performance.
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