HireLabs expects that the test administrator only administers assessments that test skills that will be employed on the job. For example, do not administer a publishing platform test to someone that will not be working on publishing tasks and activities. By conducting a study on the skills required for each position (JAQ, PAQ, etc.), you will gain greater knowledge of your applicants' abilities as well as ensure that your testing is in compliance with the EEOC Guidelines.
Review the content of each test before administering. The content of the test must fit the skills required for the position.
If, upon review, you find that the content falls outside of the core responsibilities of the job, reassess your initial choice of tests, or edit* existing ProfileSense™ tests to craft the perfect assessment to meet your needs.
*Call customer services to get help with editing tests
Content validity is situational. While HireLabs is committed to ensuring best practices, it is also the responsibility of the test administrator to ensure external validity. Internal content of a test may be valid, but can become invalid if administered improperly. Test administrators are responsible to conduct any testing in compliance with the EEOC Guidelines.
Review the skills that are job applicable and which you would like to test.
The EEOC Guidelines specifically state that a pre-employment test should NOT cover skills that conceivably could be learned in a brief on-the-job orientation.
The HireLabs validation methodology works in participation with our customers' business outcomes needs. HireLabs experts will define common levels of proficiency in accordance with the customer's established performance and situational concerns.
Based on the data provided by HireLabs's test results, the test administrator should be able to interpret the skill level of the test taker and have a great basis for conducting further analysis or validation studies.
No. An important item to remember when interpreting test scores is that HireLabs's scoring methodologies are different from those employed in academic institutions or certifications. For example, a 49% score does NOT reflect failure. Rather, it reflects the percentage of questions within a skill level, skill type, and task that the test taker answered successfully.
ProfileSense™ Assessments are created to provide well balanced tests; if the position does not require all of the skills, or does not require advanced knowledge, that the test included, a seemingly 'low score' may be acceptable. Taking the time to edit* your selected tests to the position's needs will result in more accurate data and higher scores.
*Call customer services to get help with editing tests.
If you have any questions regarding score interpretation or test validation at your end, please feel free to contact HireLabs at [email protected]. We will be happy to discuss at length those procedures that are conducted to
HireLabs is also always open to suggestions for test content. If you have an idea for a test title that we do not currently have available, please let us know. We'd love to hear your ideas!
The majority of our tests are developed in direct response to our customers' suggestions! If you are also interested in other types of assessments, please contact us, as HireLabs may have other pre-screening assessments to compliment your hiring process.
HireLabs is committed to creating tests that adhere to the standards set forth by the EEOC. HireLabs subject matter experts ensure that tests are non-biased and meaningful, and are appropriate and useful to our customers.
For a skills test to be valid, it must contain content that reflects a representative sample of the target skill. To that end, we work with some of the best, well-known and respected experts in each field and rely upon their expertise in determining our test content.
The industry experts have demonstrable and highly specialized knowledge in the subject matter and are best equipped to determine those particular tasks that will demonstrate the overall skill level of the test taker. As well as composing the test with these issues in mind, the Subject Matter Expert utilizes their proprietary tools to justify an item's inclusion in the test and clarifies the particular task addressed by the question in relation to the overall skill tested.
In order to ensure that the content developed is representative, when necessary, we enlist the help of additional Subject Matter Experts to review the contents of the test as well as to make suggestions for inclusions that may have been overlooked.
Once the test has gone through this process, our internal validation team examines the test for bias and balance in order to ensure fairness. While examining the test, the validation team employs the EEOC Guidelines, assuring each test's adherence and documenting any deviations.
The validation team at HireLabs examines each question within each test for bias. For each question, the following factors are considered:
1. Is there any language within the question that excludes any member or segment of the population?
2. Is the language of the question slanted toward any member or segment of the population?
3. Will the question result in an adverse impact for any member or segment of the population?
4. Does the methodology employed by the question lean toward a biased benefiting of any member or segment of the population?
5. Does the methodology employed by the question lean toward adversely impacting any member or segment of the population?
If any of these questions are answered in the affirmative, the question is either reworked or pulled from the test.
HireLabs also considers the test at large:
6. Will the test result in an adverse impact to any member or segment of the population?
7. Will the test result in a biased benefiting of any member or segment of the population?
If either of these questions is answered in the affirmative, the test is reworked or rewritten.
Each of the test questions is assigned a skill level; basic, intermediate or advanced. Our validation team goes to great lengths to determine that the skill level assigned to each question is accurate, utilizing the aforementioned SME's proprietary tools, as well as the reviewers' insights.
The validation team also evaluates the percentages of levels, assuring that the test is composed of 80% basic and intermediate level questions and 20% advanced. This process results in tests that are balanced, yielding the opportunity for test takers to reveal their level of knowledge and preventing a too difficult test from resulting in skewed low scores that are not useful to the customer, nor test taker.
HireLabs regards the ethical requirements of testing very seriously, including timely feedback to candidates.
Included as part of feedback is providing appropriate information to candidates prior to assessment; obtaining their informed consent to the assessment process; adhering to rigorous procedures and protocols for test administration; providing candidates with feedback on their results; and ensuring that assessment information is used appropriately in selection decision-making.
HireLabs ensures that all of its test content adheres to the EEOC Guidelines of 1978. Our strong commitment enables you, the customer, to feel confident that the tests that you receive from HireLabs are internally valid.
HireLabs is committed to internal test validity. It is the responsibility of the test administrator to ensure external validity.
