It is important to understand that the validity of Codility test can only be considered in the context of a particular job position. Codility does not validate Codility tests for a Client’s specific job positions. Codility provides tests intended to reliably test fundamental programming skills against general standards. These programming skills are independent of  a particular programming language, and Codility tasks testing them are available in a variety of programming languages. Each Client needs to assess and select the test or tests that may be appropriate for each job position for which the Client will use a test, based on important aspects of performance for that particular job position. The validation of Codility tests for specific positions within a Client’s company is a determination that can only be made by that company. Validation of any selection procedure used by a company is an important consideration, particularly under U.S. employment law. Codility encourages its Clients with U.S. job positions to refer to the EEOC’s Uniform Guidelines on Employee Selection, http://uniformguidelines.com, for more information regarding testing validation and recordkeeping and to consult with their legal counsel.

In general, most employers want to ensure that the selection practices they use are both fair and valid for determining whether job candidates possess the ability needed to perform their jobs, if they are hired. To help employers to ensure the fairness and validity of their testing processes, the Office of Federal Contract Compliance Programs (OFCCP) enforces the federal Uniform Guidelines on Employee Selection Procedures (Uniform Guidelines; 1978) regarding practices, procedures, and tests (PPTs) used by federal contractors for selecting employees. Under the federal Uniform Guidelines, employers that use PPTs resulting in adverse impact must provide evidence of the job-relatedness (i.e., validity) of those PPTs. One way in which the validity of testing can be demonstrated to address Section 15 of the federal Uniform Guidelines is called content-related validity.

In order to assist Clients in such content-related validity studies, if they were deemed necessary, Codility partners with Biddle Consulting Group, Inc., organization specializing in Equal Employment Opportunity (EEO) consulting, litigation support, personnel testing software development, and Affirmative Action Plan (AAP) development outsourcing and software. Biddle Consulting Group conducts a content-related validation study of Codility testing used by an employer for the hiring of job applicants that is designed to address the essential requirements of Section 15C of the federal Uniform Guidelines for the test developed for the Programmer/Software Engineer positions.'

If you have any additional questions, then please don't hesitate and contact us at support@codility.com

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