“Based on extensive research, our assessments meet the standards specified in the Uniform Guidelines of Employee Selection Procedures (UGESP), which addresses adverse impact in pre-hire assessments. Adverse Impact is defined by the UGESP as the ratio between selection rate of any “race, sex, or ethnic group which is less than four-fifths (or eighty percent) of the rate for the group with the highest rate…” If the ratio is equal to or below .80 (i.e. 4/5’s), there is evidence for Adverse Impact.
Our analyses have demonstrated that there are no statistically meaningful group differences between gender or race/ethnicity for our personality/behavioral assessments. There is also no evidence of Adverse Impact from using TalentClick’s personality/behavioral assessments as selection criteria to date, and there have been no claims of unfair employment discrimination that have resulted from an employer’s use of these tools.
Our on-staff experts continually monitor for Adverse Impact by conducting updated analyses of the 4/5’s rule to ensure that we continue to demonstrate no significant group differences for our behavioral products. Note: Cognitive assessments always require extra steps during implementation to establish job relevance and appropriate cut scores to minimize the inherent risk for Adverse Impact.