All EmployTest assessment questions have been developed by Ph.D and M.A. level industrial and organizational (I/O) psychologists in accordance with the SIOP Principles for the Validation and Use of Personnel Selection Procedures and the EEOC Uniform Guidelines on Employee Selection Procedures. (Excluding customer-created questions being used by those customers).
Prior to test development, I/O psychologists thoroughly review the content domain using sources such as O*NET, client job descriptions and job analyses, competency models, and subject matter expert opinions. This process ensures that the test will measure a representative sample of the knowledge, skills, abilities, and other characteristics (KSAOs) likely to be necessary on the jobs for which the test is used.
Each assessment then goes through a validation process using one or more of the following approaches: content validation, construct validation, and/or criterion validation. According to the Uniform Guidelines, none of these validation approaches are privileged over the other, and we select the approach most appropriate for the assessment content and purpose. In general, we use a content validation approach for knowledge and skills assessments and a criterion validation approach for behavioral assessments, although there are exceptions.
As part of the validation process, we may also calculate reliability statistics, adverse impact ratios and other descriptive statistics for the assessments. This information is intended to provide an estimate of how the test will perform in similar situations and is based either on data from pilot studies or applicant data from our system. We calculate these statistics only if we have received sufficient data from the client organization.
EmployTest follows the EEOC Uniform Guidelines and adheres to industry best practices, which is usually what customers mean when they ask whether a test is EEOC compliant or not.
However, it is very important to note that whether a test (or any selection procedure) is compliant can only be determined by looking at the performance of the assessment in the context of the specific job at the specific organization using the specific population.
This local validation step is the only way for any organization to ensure test validity.
EmployTest offers various validation study options on a consulting project basis. Your organization’s use, including all administrative users, of the test system acknowledges understanding of this document.