Why The Scientific Validation Process For Assessments Is Critical

It’s important that the efforts involved in any new assessment selection process are invested in choosing the best possible assessment for your organization’s needs.

The following is an excerpt from the whitepaper, Three Questions to Consider Before Selecting an Employee Assessment.

Is Your Assessment Scientifically Validated?

Scientific validation is a critical qualifying factor when selecting an assessment. Your best guess may be better than one suggested by an assessment lacking scientific validation. The validation process allows assessment creators to gather and report on data based on actual predictive outcomes.

Proper validation demonstrates that report outcomes are both consistent and valid in predicting success. Without validation, reporting may be inconsistent and highly unreliable. So while validation is often a discounted portion of the assessment selection process, it is the most critical aspect.

A validated assessment helps Human Resources staff demonstrate an ROI in the use of assessments, as well. Without scientific validation, whether or not the assessment is delivering the uptick in any success at the organization should rightfully be questioned. As the U.S. Office of Personnel Management (OPM) states, “Validity is the most important issue to consider when deciding whether to use a particular assessment tool because an assessment that does not provide useful information about how an individual will perform on the job is of no value to the organization.”4

In fact, utilization of a non-validated assessment also opens the organization up to legal liability. Any assessment procedure used to make an employment decision (e.g., selection, promotion, pay increase) can be open to claims of adverse impact based on a multitude of subgroup differences.

Adverse impact is a legal concept used to determine whether there is a “substantially different” passing rate (or selection rate) between two groups on an assessment procedure. Any assessment may be challenged in court, and ultimately, any individuals who contributed to the selection of a non-validated assessment may also be liable.5

Download the full whitepaper

To read more on what to consider before selecting an assessment, download the full whitepaper: Three Questions to Consider Before Selecting an Employee Assessment.

Sources:
4. The Office For Personnel Management, “Assessment & Selection: Designing An Assessment Strategy” https://www.opm.gov/policy-data-oversight/assessment-and-selection/assessment-strategy/
5. “Uniform Guidelines On Employee Selection Procedures,” Biddle Consulting Group http://www.uniformguidelines.com/