Fellow of the American College of Healthcare Executives (FACHE) Practice Exam 2025 - Free Healthcare Executive Practice Questions and Study Guide

The concept that emphasizes the predictive validity of selection assessments in hiring processes is criterion-related validity. This type of validity is crucial for understanding how well a selection tool or assessment can predict future job performance or outcomes. It involves comparing the results of the selection measures with job performance criteria to ensure that the assessments accurately reflect an individual's potential effectiveness in a specific role.

Criterion-related validity can be further classified into two types: predictive validity and concurrent validity. Predictive validity assesses how well the scores on the selection assessments correlate with future job performance by evaluating candidates before they are hired and assessing their job performance later. This is especially important in hiring because it allows employers to make informed decisions that could lead to better retention, lower turnover, and overall improved organizational performance.

In contrast, reliability theory focuses on the consistency of the measurements over time but does not directly connect to the predictive aspect of how well those measurements correlate with actual job performance. Behavioral consistency revolves around the idea that past behavior is the best predictor of future behavior but does not encapsulate predictive validity per se. Talent management is a broader strategic approach aimed at aligning an organization’s workforce capabilities with its goals and does not specifically address the predictive validity of assessments in hiring.