Some Problems with Applying Content Validity Evidence to Assessment Center Procedures

Reviewing Equal Employment Opportunity Commission regulations and judicial opinion, we argue that it is appropriate to use content validity evidence in defense of an employment selection procedure only when current performance is of interest. Because assessment center simulations for first-level supervisors are commonly used to select individuals who will need training and additional experience before they perform adequately, evidence of the job relatedness of such simulations will have to be based on other validation strategies. We suggest some alternative validation strategies in keeping with EEOC guidelines.