What measurement is often used to gauge the effectiveness of a selection tool?

The effectiveness of a selection tool is primarily gauged by its correlation with job performance. This measurement assesses the relationship between the scores obtained from the selection tool (such as tests, interviews, or assessments) and the actual performance of the employees once they are hired. A strong positive correlation indicates that the selection tool is effective in predicting how well candidates will perform in their roles, leading to better hiring decisions and improved job outcomes.

In contrast, measurements like the frequency of candidate interviews, cost analysis of the recruitment process, and the time taken for the selection process focus more on the logistics and efficiency of the hiring process rather than its direct impact on job performance. While these factors are important for managing the recruitment process itself, they do not provide direct insight into how well a selection tool predicts success in the job. Thus, relying on correlation with job performance gives a clearer picture of a selection tool’s validity and overall effectiveness.