Validity assesses the degree to which a scale measures the construct that it claims to measure. Convergent and Divergent validities have been used to assess the validity of the Situational Judgement Test. Convergent validity checks whether scores on two different tests measuring the same construct are significantly correlated. Divergent validity checks whether scores on two different tests, which measure constructs distinct from each other, show insignificant correlation. The coefficients of convergent and divergent validity for the Situational Judgement Test ranges from 0.3 to 0.4, and 0.4 to 0.5 respectively.

Predictive validity was also computed. Predictive validity is established by comparing an individual’s performance on an assessment to his/her future performance on a set of predetermined criteria. To establish predictive validity, a pool of candidates was identified. For these candidates, independent behavioral ratings on all traits from managers or immediate stakeholders were recorded. The predictive validity coefficients for the Situational Judgement Test ranged between 0.3 and 0.5.

Norm groups are available for 3 levels - Junior, middle, and senior. Normed on a sample of 5000+ respondents across different geographies - India, USA, Europe and Southeast Asia (representative sample with different age, gender, job level, occupations)

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