Validity of measures is a critical concept in hiring: it is needed to identify those who will be better workers, and it is needed to legally defend the selection process. In the case of using social media to screen applicants, there is little evidence of validity of the various types of information that might be collected. How could the content validity of social media be developed?

a. As a team, pick a job and identify aspects of the job, such as task or competencies needed. Are there types of social media information that would reflect these aspects? Why would this job-driven approach be useful?

b. As a team, identify how you could assess the criterionrelated validity of the types of social media information you identified in in Question 5-27a. How would this validity information be useful?