HIGHMATCH SERVICES
This service ensures clients have verifiable proof their assessment is effectively assessing candidates for critical qualities without creating adverse impact.
HighMatch’s Assessment Validation entails having our team of in-house psychologists review your assessment to ensure it’s effectively assessing candidates for traits and skills relevant to the role and your workplace.
In short, HighMatch’s Validation techniques make sure that your assessments are measuring what really matters, and that you’re not wasting time with unnecessary vanity metrics.
Assessments are only effective if they are testing for relevant factors. When you assign assessments without first ensuring its effectiveness, you risk wasting time and hiring unqualified and ill-fitting candidates.
By employing HighMatch’s Assessment Validation process, you can rest easy knowing your assessments are efficiently evaluating candidates for factors directly related to on-the-job success.
HighMatch’s in-house team of psychologists analyze data gathered from your completed employee assessments, then weigh these responses against several performance metrics in order to build a robust selection profile.
We closely adhere to the EEOC’s Uniform Guidelines and SIOP’s Principles to provide you with a best-in-practice personnel selection process.
You use pre-employment assessments to recruit construction workers for a project you’re working on. You like the idea of pre-employment assessments, but aren’t entirely sure your tests are evaluating for relevant on-the-job factors.
To help justify the time and money you’ve invested into pre-employment assessments, you employ the use of HighMatch’s Assessment Validation services to analyze your tests so they’re actually testing for traits and skills that are relevant to the construction industry and to your role specifically.
As a result, you’ll notice an increase in your quality hires since leveraging HighMatch’s validation techniques.
Interested in discussing a Validation engagement?
Request a consultFor those enterprise organizations who have completed both a job analysis and a validation study either internally or through a consulting firm, but have yet to complete an adverse impact study (or would prefer one be completed by an independent party), HighMatch’s Services team can help.
Our in-house team of psychologists will partner with your team to perform a holistic adverse impact analysis, including a statistical review of hiring decisions that were made using data and insights derived from your assessment to determine whether discrimination is indicated in those decisions.
“I really appreciate that the [HighMatch] assessment gives us a better understanding and insight into how the person may enjoy the responsibilities in a given role. It allows us to compare current A-players to potential hires to make better hiring decisions.”
The need for consistency in the hiring process is paramount to avoid the dual risks of unconscious bias creeping into the interview process and inability for multiple interviewers to evaluate candidates across a common set of criteria.
Download our Diversity and Inclusion Fact Sheet for additional facts around the cost of unconscious bias, and learn how the right pre-employment assessment can help remove bias from your hiring process.
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