The Achiever has been
established and validated in accordance with the procedures described in
"Standards of Educational Psychological Tests and Manuals," which is
referred to in paragraph
(2)1607.6, "Minimum Standards for Evaluation," Federal Register Volume
35, dated Saturday, August 1, 1970. It is therefore not discriminatory and
is in compliance with E.E.O.C. and other Federal Regulations.
The Reliability and Validity Manual published by Candidate Resources,
Inc., establishes the legal and written confirmation that this evaluation
was professionally developed and validated in accordance with both
Construct and Criterion methods of validation.
Candidate Resources, Inc., will defend the
validation or content of the Achiever for any company using this
assessment, but cannot assist any company as a result of the misuse or
abuse of the Achiever. There are four forms of validity:
CONSTRUCT refers to the extent in which
dimensions with similar names on different tests relate to one another.
Two things that correlate highly are not necessarily identical, but do
provide reassurance that they are related and are a "construct" or part of
the makeup (like honesty, dependability, sociability, etc.) of an
individual as related to actual job performance.
CONCURRENT is that approach whereby people who are successful within a
given job within a given company or industry are evaluated and generally
grouped TOP THIRD, MIDDLE THIRD, BOTTOM THIRD. The assessment scores of
the people who fit each of these ranges are then compiled and Job
Benchmark Standards of the TOP THIRD are used to hire, train or manage.
PREDICTIVE occurs when the employer hires people for a job based on normal
hiring procedures (interviewing, reference checks, education/experience,
etc.) and at the same time has them complete the assessment, but does not
utilize any data from it in the hiring decision. Within six months, or any
appropriate period of time later, the assessment is scored, and benchmarks
established of the people who were hired in the new jobs who are still
with the employer and whom the employer considers successful. Job
Benchmark Standards are thus established through the Predictive approach.
CONTENT represents job function testing, i.e., typing, mathematics,
design, CPA exams, physical work endurance, etc. Content validation is not
the method utilized by Candidate Resources, Inc., since we do not provide
content assessments to the marketplace.
Candidate Resources., recommends that an organization establish and
utilize a consistent standard hiring process when making hiring decisions.
Information should be gathered in each step of the standard hiring process
to have specific and measurable data to utilize in making a final hiring
decision. The assessment used should count no more than one-third of the
hiring decisions. The preliminary interview, job history check, in-depth
interview results and evaluation of education, experience and other
pertinent factors should be considered as well.
Under the Uniform Federal Guidelines adopted in the 1970's, validation of
any part of the hiring process (assessments included) was no longer deemed
necessary unless a company was not meeting the 4/5th Rule in either hiring
or promotional practices. Consequently, there are three optional
approaches to using assessments:
- Establish your own successful employee
Job Benchmark Standards by conducting a concurrent validation by job
classification. By tying job-related criteria to the aptitudes and
personality dimensions of the assessment, the ultimate in validation and
job relativity is assured. Also, the Job Benchmark Standards simplify
the interpretation and use of the assessment in the hiring process,
since it establishes a model for hiring, promotion and training
- Establish Job Benchmark Standards by
job classification by answering job-related questions on the
requirements of the job. Candidate Resources' PC software will then
develop Job Benchmark Standards based on the requirements of the job and
traits required in the individual to successfully perform the job.
- Use of Job Benchmark Standards
comprised of successful people in jobs across the United States. Then,
after a reasonable period of time, compare the successful people
selected to the Benchmark Standards used for that job for confirmation
of correctness and/or modification of the benchmark standards.
The in-depth validation identified above
is not necessary if you are in compliance with the 4/5th Rule described
below. This rule was designated by the E.E.O.C. as a computation tool to
establish a basis to show whether or not a company is having an adverse
impact in their hiring practices.
EXAMPLE: Out of 120 job applicants (comprised of 80 white and 40
minority), 48 whites were hired and 12 minorities were hired.
48 out of 80
white applicants = 60%
12 out of 40 minority applicants = 30%
This hiring pattern results in adverse
selection of minorities, since 1/2 as many minorities are hired as whites
(or 30/60), whereas the hiring ratio must equal 4/5th as many minorities
� Copyright 1997,
Candidate Resources, Inc.
Not responsible for errors or omissions - specifications subject to
change without notice.