Legal Compliance
Insight Worldwide assessments comply with federal employment non-discrimination laws, with regard to the actual questions posed or in the manner in which the test is administered including Title VII of Civil Rights Act of 1964 and the American’s with Disabilities Act. In addition, all assessments are specifically designed for pre-employment use with job applicants. They are not designed for use with individuals who are already employed by the entity administering the assessment. The assessments do not include questions that reveal an applicant’s race, gender, disability or other protected status/activity. Instead, the questions are carefully tailored to solicit only information that can be lawfully used in making employment decisions.
Insight’s assessments are in compliance with the 4/5th Rule as set forth by the Equal Employment Opportunity Commission (EEOC) as a computation tool to monitor adverse impact in hiring practices. They are also in compliance with the Americans with Disabilities Act (ADA), incorporating options to enable employers to accommodate applicants who are sight, speech or otherwise impaired and may have difficulty completing a computerized test. All assessments are administered in a manner that protects against disclosure of information that may be viewed as confidential.
Validation
Validity is the most important consideration in test evaluation because it speaks to the appropriateness, meaningfulness, and usefulness of the test. All Insight assessments have been developed in accordance with the accepted professional standards as described in the “Standards for Educational and Psychological Tests”, are valid and have been approved by our team of labor attorneys.
Insight Worldwide validation studies detail the scientific research and development practices used in creating a behavioral assessment. All Insight Worldwide assessments are validated for accuracy and reliability: two terms that are included in any discussion on the validation of legitimate personality/behavioral assessments or other forms of pre-employment testing. Accuracy refers to the evidence that an assessment measures what it is intended to measure and does so in a scientifically accurate manner. Reliability is a gage of the assessments consistency in measuring personality traits.
