Leadership Management Module 2: Content Validation Test Assignment

This assignment focuses on creating a content validation test for a project manager position. It begins with defining the role and its required skills, including efficiency, leadership, behavior, employee management, and communication. The assignment outlines the steps of the test, including introductory, aptitude, technical, and personal interview stages. It details the scoring method, which involves a rating system, and provides a sample instruction sheet outlining the rules and requirements for candidates, such as dress code and required documents. The assignment demonstrates how to assess candidate skills and make informed decisions. The student provides references to support the assignment content.

Module 2 Assignment Template
Please use this template to complete your module assignment. It will expand as you write – the space
provided does not denote the length of your response. Make sure to answer each aspect of the
question and make it clear that you read, understood, and can apply course concepts in your
response.
 Please make it easy to follow - do things like using bullets
 Bolding or underlining key concepts
 Labeling or using sub-headings or adding an extra space between paragraphs
Each module assignment has a corresponding grading rubric. Full points are awarded to students who
complete each aspect of the assignment and utilize course concepts effectively.
Name:
Question/Case: Create a content validation test for applicants for a position
 Content validation demonstrating that the problems or questions of the
test are a representative sample of the kinds of situations or problems
that are likely to occur on the job. Tests if applicants have sufficient KSAs
to handle those situations
Step 1: think of a position for which you will be hiring – this can be an actual
position in your organization, replacing you in your current position when you
get promoted, or something related. Provide some detail about the position you
are going to utilize for this assignment.
Step 2: TDRs and KSAOs: there are several, but provide some examples of each
that would assist in the hiring process. Tell me about what you are looking for in
a candidate.
Step 3: Create a content validation test:
(A) [2 points] what are you attempting to test
(B) [5 points] why is this important – remember that this should be something
that you feel is critical to the success of this job (remember legal aspects)
[18 points]:
(C) explain the test and how it would work – be specific, how is it set up, what is
needed, how long should it take, what are the directions, etc.
(D) how is it scored? How do you know what is ‘good’, think of how you would
rank applicants based on this test and who would be considered based on the
scores – think objectively

(E) attach a sample of the test (this could be the instruction sheet, scoring
rubric, etc.)
The position regarding which I will be hiring is the position of a “project manager”. This role is said to
be the position in an organization that will help in the management of the project or a process
associated in the organization (Noe et al., 2019). This role demands a person who is extremely
knowledgeable as well as skilful.
The recruitment drive is carried out for the intake of a capable as well as a skilful person in the
position of the project manager. The person that is being searched for the filling up of this position
should be knowledgeable regarding the roles of the position (Shenoy and Aithal, 2017). There are
certain skillset that are set for the recruitment of this positions. Moreover the interview process is
carried out by setting some criteria that will examine the abilities of the candidates that are coming
for the interview. The abilities that are looked for the candidates are extremely efficiency, discipline
as well as communication levels in the organization. A certain level of tests are to be carried out by
the interviewer to depict the qualities in a candidate (Rowley and Ramasamy, 2016). The interviewer
sets a series of protocols that are to be carried while a person comes for the interview.
(A) The protocols that are to be tested by the interviewer is stated as follows:
 The efficiency of management
 The leadership quality
 The behavior represented by the candidates
 The employee management capability
 The communication skills
 The specific skillset for the particular role.
(B) This is to specify that the above stated methodologies are very well needed for the recruitment of
the candidates and this protocols must be successfully followed up by the candidates who are aspiring
for the position of the “Project Manager”. The interviewer looks for the proper management skills
that are very much necessary for the position of a project manager (Stephenson-Famy et al., 2015).
The leadership skills is also necessary since if a project manager does not have good leadership
qualities the manager could not maintain the proper execution of the project. Moreover the behavior
of the candidates is well assessed by the interviewer. This is also taken in consideration by the
interviewer that the candidates possesses the required skill set for the stated position. The
communication skills is one of the most important criteria that is taken into consideration by the
interviewer regarding the recruitment of a project manager (Morgan and Bendall, 2016). This is due
to the fact that effective communication is too much necessary for the smooth execution of the
project. The interactive communication among the project manager and it steam could help the
project to overcome critical situations in real time basis (McLaughlin, Singer and Cox, 2017).
(C) The test or the interview will be carried out by maintaining the following steps:
1. The introductory session: This step will be carried out by the interviewer to have a formal
discussion about the general introduction of the candidates.
2. The aptitude test: This is a general test of aptitude that is to be faced by all the candidates
which will help the interviewer to check the analytical as well as the potential general skills of
the candidate.
3. The Technical test: This test is carried out for checking the necessary criteria regarding the
technical skills as well as the skills that are specified for the role for which the interview is
carried out.
4. The personal interview: This is the step in which the test is carried out by taking personal
interview of one candidate at a time. In this test the personal skills of each candidate can be

separated so as to make effective decisions by the interviewer.
The time required to carry out this above stated steps will take time depending on the number of
candidates that are coming for the interview for the position of the “Project Manager”.
The score is provided to each of the candidates based on the performance they do in the interview.
This scores are provided by the interviewer in terms of a rating from 1 to 10, 1 being the very poor
performance and 10 being the very good performance. After each candidates interview the result for
each test is evaluated to create a combined score which results in the selection of the desirable and
perfect candidate.
Sample of the test:
References
McLaughlin, J.E., Singer, D. and Cox, W.C., 2017. Candidate evaluation using targeted construct
assessment in the multiple mini-interview: a multifaceted Rasch model analysis. Teaching and learning
in medicine, 29(1), pp.68-74.
Morgan, J. and Bendall, A., 2016. Candidate evaluation of the Multiple Mini-interview (MMI) as a
selection tool for Physiotherapy Undergraduate Students.
Noe, R.A. et al. (2019). Human Resource Management: Gaining a Competitive Advantage McGraw-Hill
Irwin. ISBN: 978-1-260-07684-4
Rowley, C. and Ramasamy, N., 2016. Exit interview. In Encyclopedia of Human Resource Management.
Edward Elgar Publishing Limited.
Shenoy, V. and Aithal, P.S., 2017. A New Box Framework for E-Campus Interview Training.
Stephenson-Famy, A., Houmard, B.S., Oberoi, S., Manyak, A., Chiang, S. and Kim, S., 2015. Use of the
interview in resident candidate selection: a review of the literature. Journal of graduate medical
education, 7(4), pp.539-548.