WEBselex® for Industrial
Information | Validity
Bottom Line Results
Validity research shows that selecting applicants from the Highly Recommended pool results in nearly three times as many strong performers compared to applicants selected from the Not Recommended pool. These results were obtained by a cross-validation study conducted across several large manufacturing and industrial functions, including four different plant locations. Overall, 58% of employees that scored as Highly Recommended by the Industrial assessment subsequently received “Very Good” or “Excellent” performance ratings, while only 17% of those that scored in the Not Recommended range received similarly high performance ratings.
Appropriate Jobs
This predictor assessment is appropriate for entry-level manufacturing and industrial positions. The instrument has been validated on samples including a broad range of titles such as machine operators, fabricators, maintenance mechanics, high performance technicians, inspectors, assemblers, loaders, and tenders.

Assessment Description
WEBselex for Industrial is a biodata predictor assessment. Biodata are job-relevant measures of success within the context of a person's past and present circumstances. Biodata items are used to collect the same types of information as may be legally collected through traditional job applications. Some multiple-choice biodata items ask about a person's achievements in school, community, or prior work settings. Other biodata items ask about work attitudes, goals, vocational interests, preferences for working alone or in groups, and other job-relevant variables.

This assessment was developed using MCAP (Multiple Criterion Antecedent Procedure), e-Selex.com’s proprietary method for developing biodata to predict specific job outcomes. The MCAP method discovers the life history antecedents underlying the development of worker characteristics that determine job success. The method involves three types of analyses to collect information that may be used for both criterion development and predictor development. These analyses are: 1) Organization Analysis, 2) Worker-Oriented Job Analysis, and 3) Person Analysis.

The predictor items for this assessment were developed over a ten-year period, beginning in 1990. Items from this assessment have been used for positions at several organizations. The scoring for these items has been refined and improved with each application.

The WEBselex for Industrial predictor assessment contains 65 items. The items are multiple-choice ranging from 3 to 10 response options. An average applicant for these positions can complete the assessment in 25 minutes or less.

Predicted Work Outcomes
The WEBselex for Industrial assessment predicts five independent work outcomes.

Learning - Defined as the willingness to learn new and broad technical skills, and to learn to use new tools and equipment through study and self-teaching.

Dependability - Defined as conscientiousness with work hours, shift work, coping with working conditions, and avoiding absenteeism.

Problem Solving - Defined as anticipating problems, finding creative solutions, and planning, thinking, and writing skills.

Initiative - Defined as the motivation for self and others to achieve goals, self-direction, and commitment to accomplishing the work.

Teamwork - Defined as consideration, courtesy, and tolerance in dealing with others; agreeableness, and cooperation.

The numerical scores for each outcome predicted by the assessment are presented graphically as standard scores. The overall hiring recommendation rating is presented using a 5-point scale.

Validity Findings
e-Selex.com collects validity data for the WEBselex biodata assessments on an ongoing basis. Strong validity evidence for the WEBselex for Industrial has been obtained both in the United States and internationally. One example is a study completed on a sample of 500 manufacturing employees at a large consumer products company. The criterion measures were performance factors based on supervisor ratings. When each of the five predictor scale scores were correlated against their respective target criterion factors, the resulting coefficients ranged from .25 to .41. A unit-weighted composite of the five predictors showed a .38 validity against an overall job performance rating. As per the Brogden (1946) interpretation of the validity coefficient as a measure of predictive efficiency, an observed validity of this magnitude can be used to improve overall performance for these positions by an average of 38% within the range of possible gain.

Assessment Norms
Assessment norms are based on an aggregated national sample of qualified applicants for entry-level industrial and manufacturing positions.

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