Sorry - I see now that my original questions were pretty vague. I guess what I'm trying to do is turn your interesting information into an actionable strategy.

Sorry - I see now that my original questions were pretty vague. I guess what I'm trying to do is turn your interesting information into an actionable strategy. Let's try a scenario: Let's say I have a job opening for a senior developer. My goal is to recruit the best possible candidate. I put out the job description, and I get 20 responses. I give them all the same structured interview (.53 validity). I also ask for a work sample (.54 validity). So, in terms of these validity scores, what do the numbers represent? Does a .53 validity say that the applicant who scores better will have a 53% chance of performing better in practice? Anyway, lets say I somehow qualitatively interpret their interviews and samples, and using some rubric, rank them. (But, how do I know that my qualitative review is even valid?) Then, I give the top candidate an offer. How do I determine how much better the top candidate is than the 2nd top (to give an appropriate offer)? Also, how do I know if need to continue interviewing another 20 candidates?