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Frequently Asked Questions
Pre-Employment Testing FAQs
We develop and validate pre-employment, promotional, licensure, and certification exams that help organizations hire the right people. We provide off-the-shelf tests, customized assessments, validation studies, online testing, and HR training.
ioPredict supports public agencies, government organizations, and private employers that need legally defensible, high-quality hiring assessments.
Very quickly. Most exams are ready to launch with minimal setup, so you can often begin testing right away.
Yes. We create fully customized assessments based on your specific job requirements. This includes written tests, interviews, personality tests, work samples, physical ability tests, and other job-related measures.
The vast majority of our exams are administered online through our secure testing platform(s), making it easy to test candidates anywhere.
Yes, for situations requiring enhanced security we have two primary options: (1) Automated (AI) proctoring and (2) Test Tracker (proctor lite) remote monitoring.
Most full length aptitude and job knowledge exams take 60 – 100 minutes to complete, depending on the type of exam and the number of items. Soft skills and personality tests are between 8 – 15 minutes in length. Typing tests are even shorter, with most taking 5 – 10 minutes.
Scores are provided electronically with reporting options tailored to your needs.
ioPredict’s exams are job-relevant, psychometrically sound, with “real-world” test content. We offer fast turnaround times; flexible, customized solutions; and responsive, expert support. All staff have graduate degrees IO Psychology and 20+ years of experience in test development and validation.
Contact our team to discuss your employee selection needs. We’ll design the right approach — off-the-shelf tests, custom assessments, or validation consulting — to help your program to move forward quickly and confidently.
Test Catalog FAQs
We offer hundreds of exams across Accounting, Clerical, IT, Customer Service, HR, Legal, Skilled Trades, Fire, Law Enforcement/Public Safety, Social Services, Supervisory roles, and more — including MS Office, Typing tests, and Spanish bilingual proficiency testing.
These are ready-to-use tests developed for specific job classifications. They assess the knowledge, skills, and abilities needed for success and include highly job-relevant (“face valid”) items
Contact us — we maintain a large item bank and can build or customize an exam quickly.
If you already have an existing exam, we offer a number of services to support you. For example, we can place your exam within our platform for online administration. We can also provide validation support and review item and test statistical performance.
Test Validation FAQs
ioPredict’s exams are developed according to federal guidelines and professional standards to ensure fairness, compliance, and defensibility.
Yes, we can evaluate your existing test and provide you with test validation evidence. We will work with your organization to evaluate your test, whether purchased from another vendor or developed in house and determine the best method for validation. If necessary, we will recommend edits/modifications to the existing test to align with legal and professional standards.
Validating an employment test serves two important purposes: (1) validation helps your organization hire the best talent; and (2) it ensures that your employee selection tools are legally defensible. Validation helps to ensure fairness in the hiring process, improve the quality of new hires, reduce legal risk, and sends the message to job applicants that you care about doing things the right way.
We can work with you to develop and/or validate a number of different test types: Multiple-Choice, Structured Interview, Physical Ability, Personality, Biodata, Work Sample, Situational Judgment, and Minimum Qualifications.
Validation studies will generally fall into one of the following two types: (1) Content validation or (2) Criterion-Related validation. Content validation is where the content of the selection procedure is linked to the content of the job. Criterion-related validation is where how individuals score on a test is correlated with one or more measures of job performance (e.g., supervisor ratings, turnover, sales, productivity). Regardless of the type of validation evidence used, both methods involve collecting evidence to demonstrate the job-relatedness of the selection procedure. There are other types of validation evidence that exist (e.g., construct, synthetic, generalizability); however, content and criterion-related validation are the primary approaches used in the validation of most pre-employment examinations. We will work with your organization to determine which approach is best/feasible for your specific situation.
Adverse impact is defined as a different selection rate (i.e., test passing rate) between groups. For example, if a higher percentage of males pass your hiring test than females, you may have an adverse impact against females. Based on legal guidelines, validation is only required when a test has adverse impact. Most tests will result in adverse impact against a protected group at some point. It is the norm and not the exception. The presence of adverse impact does not mean that you are using a bad test. It simply triggers the requirement to demonstrate the validity of your selection process. This validation helps to establish the job relatedness of the test and justify any adverse impact that may occur.
Yes. You’ll receive a comprehensive technical report with methodology, analyses, results, and defensibility documentation suitable for audits or legal review.
Yes. Our consultants can provide documentation review, testimony, and expert support if an assessment is legally challenged.
Most studies take between 5–12 weeks, depending on employee participation/availability, data availability, sample size, and validation approach utilized.
While we cannot guarantee a positive outcome in all potential legal cases, all test development and validation projects are conducted by ioPredict in accordance to the Uniform Guidelines on Employee Selection Procedures and professional standards (APA, SIOP, EEOC) to ensure fairness and defensibility.
This can vary depending on the validation strategy used, the size of your organization, the type of test, and other factors. However, all validation studies will require participation from Subject Matter Experts (SMEs) who are knowledgeable about the job where the selection procedure is used. Validation is a collaborative effort between our staff and your employees. We are experts in validation and the people doing the job are the experts about what is needed to be successful on the job. We cannot complete a validation study without SME input/participation.
We offer detailed scoring, score banding, adverse impact analysis, item analysis, Differential Item Functioning (DIF), and customized statistical reports to help you make data-driven hiring decisions.
Job Analysis FAQs
Yes — job analysis is the foundation of our custom development and validation processes.
Almost all validation studies will begin with a job analysis. In order to create a selection process that is appropriate for a particular job, we first need to know what people in that job do, which things are most important, and what differentiates high and low performing employees. The job analysis serves as the foundation upon which selection procedures are built and validated.
A good rule of thumb is approximately every five years or whenever there are significant changes to what is done on the job or how the work is completed.
Webinars & Trainings FAQs
We offer practical workshops and training on many topics including job analysis, test development, structured interviews, pass point/cut score setting, adverse impact and test statistics so your team can build strong internal processes.
Yes — ioPredict offers private sessions for your organization that are customized to meet your specific needs.
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