Talent Assessment Validation Architecture Director — Copper Mining

The mandate

Supervisor candidates achieve high scores on online reasoning, personality and situational tests, yet first-year reviews show weak shift handover, contractor challenge and production-versus-safety judgement. Remote applicants face bandwidth and language disadvantages, coaching providers circulate test formats, and legacy validation relies on generic performance ratings affected by site opportunity. The group needs to decide which assessments deserve continued use before the next hiring campaign.

The engagement deliverable is a Talent Assessment Validation Architecture specifying job evidence, construct definition, administration equivalence, accessibility, language, security, scoring, predictive and adverse-impact analysis, decision weight, retest rules, monitoring and controlled retirement. It must separate selection evidence from medical fitness, competence authorisation and later performance management, while addressing the operational meaning of results at high-altitude sites.

Milestone one at week five accepts role and decision inventories; week nine approves construct and data-quality findings. Criterion analysis closes at week fourteen, six site laboratories finish at week nineteen, and four transfer trials conclude at week twenty-three. The sixth milestone at week twenty-six supplies accepted validation dossiers, use constraints, candidate guidance, monitoring design and remediation backlog.

Acceptance requires independent analysts to reproduce reported results, site leaders to interpret confidence and limitations correctly, and employee relations to reperform subgroup safeguards. The Chief People Officer signs only after client assessors handle unseen cases involving coached candidates, low bandwidth, bilingual evidence and sparse outcomes without consultant intervention, unsupported exclusion or dilution of essential safety-related job requirements.

The client will provide role analyses, assessment instruments, scoring logic, administration records, applicant and outcome data, site opportunities, accessibility processes, candidate complaints, vendor contracts, legal parameters, subject-matter experts and secure analysis access. Exclusions cover live candidate decisions, medical or psychological diagnosis, safety certification, test procurement, legal advice, bargaining and continuing assessment operations.

Why this is external work

The assessment vendor has a commercial interest in renewal, while internal talent teams designed the current process and site leaders dispute what performance evidence means. Independent validation provides specialist psychometric and operational challenge without making individual hiring decisions or weakening legitimate requirements for remote supervisory work.

What you will own

• Define each assessment claim against observable supervisor decisions, task opportunity, site context and defensible constructs.
• Audit administration equivalence across language, bandwidth, device, accessibility route, proctor, operating site and applicant population.
• Rebuild criterion evidence around shift leadership, contractor control, production judgement and observed safety escalation outcomes.
• Analyse subgroup results, missingness, coaching exposure, score stability and uncertainty before recommending decision weight.
• Specify permitted uses, retest intervals, human review, candidate explanation, monitoring triggers and retirement controls.
• Rehearse coached response, interrupted connection, bilingual discrepancy, sparse criterion and accessibility-adjustment scenarios.
• Deliver validation dossiers, use conditions, administrator protocol, candidate guidance, measurement design and remediation sequence.

Candidate qualifications

• Led criterion-related and content validation for high-consequence operational, technical or supervisory selection systems.
• Combined psychometric discipline with job analysis and real work evidence in mining or comparable remote operations.
• Addressed language, access, coaching, administration and subgroup effects without weakening essential job requirements.
• Explained uncertainty and permitted use to executives, assessors and employee representatives without statistical overclaiming.
• Preserved boundaries among selection testing, medical diagnosis, competence certification, safety assurance and performance management.
• Transferred validation governance through independently reproducible analysis and unfamiliar client-run interpretation cases.

Non-negotiables

• Can lead six Andean site laboratories and four controlled assessment-transfer trials within six months.
• Advanced selection-validation expertise is required; assessment administration or executive profiling alone is insufficient.
• Will disclose test publishers, coaching providers, mining employers, analytics firms and workforce-psychology relationships.
• Will not select candidates, diagnose individuals, certify operational competence, procure tests or issue legal opinions.

1. 49 words maximum. Describe an assessment whose apparent validity disappeared after accounting for work opportunity.
2. 49 words maximum. How did you handle coaching exposure or unequal administration without lowering job requirements?
3. 49 words maximum. Which sparse-outcome test would you require before accepting the validation dossier?