This paper delineates a systematic procedure for operationalizing the “behavioral consistency” notion, proposed by Wernimont and Campbell (1968), for a Civil Service job. The steps used in developing selection tests from a content‐oriented strategy are illustrated, and the transformation of specific job behaviors into tests related to job content but modified so that inexperienced applicants can complete them is demonstrated. Test reliability and judged content validity of the examinations are presented.
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Schmitt et al. (1986) studied this question.
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