Employers using selection procedures, whether created in-house or provided by Codility, want to ensure that they use both fair and valid practices for determining whether job candidates possess the right skills needed to perform their jobs. In order to meet these requirements, companies may rely upon content validity studies, criterion-related validity studies, or construct validity studies, in accordance with the standards of the federal Uniform Guidelines on Employee Selection Procedures (UGESP).
Content validity study measures whether the content of the assessment is job-relevant and includes all the aspects that are important to the job success (e.g skills or knowledge).
This study consists of empirical data demonstrating that the selection procedure is predictive of or significantly correlated with important elements of job performance.
Construct validity measures the degree to which candidates have identifiable characteristics which have been determined to be important in successful job performance.
How Codility Ensures Validity of our Tests?
Codility undertakes unique measures in order to provide test validation for high stakes hiring and ensure that our tasks are in compliance with all the relevant federal laws, regulations, and professional standards.
Introducing our Chief I/O Psychologist
Codility’s Chief I/O Psychologist is responsible for the implementation of the latest policies and industry standards into our task creation methodology to help create an accurate and unbiased technical assessments.
Collaboration with Experts in Industrial & Organizational Psychology
In order to assist our customers in their validity studies, Codility partners with experts in industrial & organizational psychology, specializing in pre-hire test development and validation for both private and public sectors.
Test Creation Process
Our test creation process is designed to remove potential cultural and gender bias or adverse impact that might be introduced during the test design, administration, and scoring process.
- Standardized Process for Every Candidate
The Codility task-testing process is administered and scored using a computer for each test taker in exactly the same way every time to ensure the reliability and fairness of the administration and the accurate scoring of each of the test events.
- Relevant to the Job Description
Codility’s Task Creation process is specifically designed to answer the question “How close to a ‘real-life’ task is it.” The types of tasks that the Codility test are based on real-life scenarios, replicating work that is common in everyday development. Each of those test events are separately tested by professional software engineers who play the role of an applicant solving the tasks requested during testing.
- Third-Party Task Reviews
We are using external professional copywriting and proofreading services for the crafting and editing of the test statements and descriptive synopses that are used during testing. This way we make sure Codility test descriptions focus on the requested job-related task without regards to the applicant’s race ethnicity, gender, or age.
- Lower Adverse Impact
Work sample testing, such as the Codility skills-based testing, has been shown to typically have lower non-job-related adverse impact than other types of testing while having higher levels of acceptance by job applications.
In cooperation with industry experts and our customers, Codility performed numerous validity studies across a variety of jobs and industries.
For further assistance, contact us at email@example.com. Codility also encourages referring to the EEOC’s Uniform Guidelines on Employee Selection for more information regarding testing validation and recordkeeping.