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Personnel Selection Test Development & Validation

Hiring the Best and Limiting Litigation Threats

Biddle Consulting Group pays meticulous attention to detail in ensuring all of our job analysis, test development, and test validation work meets the rigorous requirements set forth by the Uniform Guidelines on Employee Selection Procedures, which are the guidelines the courts and the Equal Employment Opportunity Commission follow when reviewing the validity of selection procedures. The founder of Biddle Consulting, Richard Biddle, was instrumental in helping develop the Guidelines and is what our job analysis, test development and validation consulting services have been based on ever since. Not only does test validation increase the likelihood that qualified candidates will be selected, but it also makes those tests more defensible in court. It's our mission to not only create the best tests to help you select the best people, but to provide you with process and documentation to support your organization's selection processes. Biddle Consulting Group, Inc. has been providing expert consulting services in the field of test validation since 1974.

Biddle Consulting Group, Inc. can assist your organization with the development of the following customized employment tests - designed specifically for your organization and job(s):

A structured interview is a formal, systematic, and standardized interview process in which all candidates are asked the same pre-established, job-related questions in the same order. Interviewers evaluate the candidates' responses using a pre-defined scoring guide which consists of benchmark answers and anchored rating scales. This approach has been consistently upheld by the courts, the Equal Employment Opportunity Commission (EEOC), and the Office of Federal Contractor Compliance Programs (OFCCP). We can help your organization develop interview questions and rating scales in a way that is designed to address the requirements of the federal Uniform Guidelines on Employee Selection Procedures, which are the guidelines the courts and the Equal Employment Opportunity Commission follow when reviewing the validity of interviews used by employers.

Written tests can be used to assess knowledge, skills, abilities, and/or personal characteristics that are important for job performance. Examples include tests of specific knowledge, skills, and abilities (such as, but not limited to, reading comprehension, mechanical ability, math, logical reasoning, and electrical principles), personality tests, and biographical data inventories (biodata). We can help your organization develop written tests in a way that is designed to address the requirements of the federal Uniform Guidelines on Employee Selection Procedures, which are the guidelines the courts and the Equal Employment Opportunity Commission follow when reviewing the validity of written tests used by employers. We can also review your current written-testing process and/or help your organization to create its own written tests to be used for the selection/promotion of candidates and/or the evaluation of current employees.

Work sample tests require applicants to perform tasks or work activities that mirror or sample the tasks employees perform on the job, such as a typing test for administrative assistants or coding challenges for software programmers. Physical Ability Tests (PATs) are tests that measure an applicant's ability to perform the physical parts of the job such as measuring the ability to lift boxes for warehouse workers. We can help your organization develop work-sample and/or physical-ability tests in a way that is designed to address the requirements of the federal Uniform Guidelines on Employee Selection Procedures, which are the guidelines the courts and the Equal Employment Opportunity Commission follow when reviewing the validity of work-sample and physical ability tests used by employers.

Biddle also offers a software tool called PAVE that dynamically creates a physical ability test event and simultaneously creates a validation report. We can certify your employees so they can develop PATs for your organization.

Basic Qualifications are typically those minimum criteria that an applicant must possess in order to be considered to be eligible to move forward during the earliest phases of an employment-selection (or promotion) process. Preferred qualifications are those criteria that might be helpful for a job applicant to possess (i.e., “nice to have”), but which are not necessarily required at the time of entry. We can help your organization develop Basic and/or Preferred Qualifications in a way that is designed to address the requirements of the federal Uniform Guidelines on Employee Selection Procedures, which are the guidelines the courts and the Equal Employment Opportunity Commission follow when reviewing the validity of basic and preferred qualifications used by employers.

The Process:

Job Analysis Test Development Test Validation

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What Sets Biddle Consulting Group Apart From The Rest?

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The Proof: Court Cases

As evidence of the legal defensibility of our services, Biddle Consulting Group's work products (job analysis, validation and statistical adverse impact analyses) have been supported in over 200+ court cases, some of the most in the industry.

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Some Of The Industries For Which We Have Experience Creating Tests:



Software

Electrical

Mechanical

Longshore

Airlines

Oil & Gas

Manufacturing

Healthcare

Finance

Administrative

Want to Learn About Biddle's Test Validation and Analysis Program (TVAP)?

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