In conducting predictive validity, which step is unnecessary?

In the context of predictive validity, the key focus is on assessing how well a selection test predicts future job performance. This involves several essential steps, with some being more crucial than others in the process.

The step that is deemed unnecessary is the act of hiring based solely on the selection test results. Predictive validity aims to evaluate the relationship between test results and actual job performance over time. Therefore, while it's important to administer tests and measure performance outcomes, hiring should typically involve a more comprehensive evaluation method. Relying exclusively on test scores overlooks other critical factors such as interviews, references, and the overall fit of a candidate within the organization.

The remaining steps - administering the test to applicants before hiring and measuring performance to compare with test scores - are vital components. Administering the test allows for the collection of data needed to analyze its predictive power, while measuring actual performance after hiring provides the necessary feedback for validation.

Hence, the emphasis on comprehensive evaluation in hiring processes highlights why the choice to hire based only on selection test results is unnecessary in the context of establishing predictive validity.