In a global scenario of tremendous professional turmoil and concurrent failure rates, top companies are looking out for better suited methods for analyzing the psychometric profiles of their future candidates. This is extremely important solely due to the sheer fact that though most of the candidates are adept at their professional knowledge bases, they are weakened at their core and therefore might succumb to the ever rising professional competition and quit. Henceforth, here lay the requirement for psychometric based tests where the candidates are adjudged on the basis of their evaluation in addition to their performance on academic and professional grounds. Validity being the most important factor, reliability is also counted as a chief factor for all the tests, especially psychometric tests. Validity is of prime importance in these tests as it incorporates the testing parameters and henceforth the information secured from test results falls accurately relevant for the topics in question. In addition, reliability ensures the consistency of a specific module, which is judged over a demarcated time frame and between different task executors.
Validity is a prime parameter for such tests and therefore test validity often requires passage through a series of effective measures.