Testing and Validation
Employment selection tools like tests, interviews, and resume screens can offer substantial value to employers by increasing the likelihood that the right applicants are selected. When a selection tool has adverse impact against a protected group, that tool must be validated to be legally defensible.
Validation research can be a critical component to understanding the legal defensibility of employment decision-making related to hiring, promotion, termination, and pay. In addition, validation research informs on the quality of those decision-making systems. For example, validation research can clarify whether employment decision-making is leading to the selection of high-performing employees and rejection of low-performing employees. In short, validation research allows organizations to evaluate whether their employment decisions are good ones. For this reason, it is a best practice for organizations to proactively validate their selection systems regardless of EEO context. DCI has substantial expertise and experience in developing and validating selection systems in the EEO context. For more information about DCI services in this area, click on the links below. If you have any questions about our selection and validation services, please contact Dr. Eric Dunleavy at firstname.lastname@example.org.
Michael Aamodt, Principal Consultant at DCI Consulting Group, wrote an article featured in SIOP’s TIP publication, January 2017.