ROI Testing


Build your own testing program with as much or as little help as you need.


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I don't know anything about testing. How do I make sure I'm doing it right?

Implementing a testing program correctly is important for two primary reasons. First, because you want it to do what it is designed to do. In the case of testing for selection, you want the tests you use to correctly identify those candidates who have a higher likelihood of being successful on the job. In the case of testing for development or career exploration, you want those who take the tests to find value in the output. The second reason to implement a sound program is to ensure that it is legally defensible. This is relevant in the case of testing for selection more than other contexts. If you don't know how to ensure good results or legal defensibility, ROI Assessment consultants can assist you in selecting, evaluating and implementing the right tests for your use. If you are interesting in doing this yourself, or in learning more about testing, the US government provides a number of resources. The Equal Employment Opportunity Commission (EEOC) has a very useful overview of testing that can be found here. In addition, the Uniform Guidelines on Employee Selection Procedures are a set of guidelines on selection testing that have been adopted by the EEOC, US Office of Personnel Management, US Justice Department, U.S. Treasury Department and the U.S. Office of Contract Compliance. A copy of the guidelines themselves can be found here, and a Q&A on the Uniform Guidelines here.

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How do I decide on which test to use?

As described on our How to Test page, selecting a test is based on a thorough examination of the relevant position in the case of Testing for Selection. From this job analysis, you can identify characteristics that are both important to the job and able to be measured by tests. ROI Assesments consultants knowledge of our broad collection of tests can help you narrow down those tests most likely to fit your needs. If you have enough people employed in that position, a validation study will provide solid evidence for which test best serves your needs. ROI Assessments offering of over 250 means that you are highly likely to find a specific test to serve your purpose.

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Am I agreeing to anything by signing up?

No! There are no obligations for merely establishing an account. You pay nothing until you either engage an ROI Assessments consultant to help with your testing program, or until you actually order tests for use. By establishing an account, you are not automatically asking for consulting help. You will be contacted by us to set your account up with the tests that you may have already decided to use, or to help you decide. If you want help beyond this, you may discuss it with an ROI Assessments consultant and discuss fees at that time.

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How do I interpret the test results?

Each test offered by ROI Assessments has user information that will be provided to you when you add that test to your account. This information will typically provide an overview of what specific results mean. In the case of testing for selection, it may involve discussion of what different test ranges mean, as well as definitions of any subscales provided by the test. In the case of testing for development and career exploration, the user information documents will often provide additional worksheets and resources for further study or exploration.

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How much importance should I place on test results?

Even a well-developed and appropriately validated test is only one piece of information in the hiring process. This is more relevant as the jobs your are hiring into, or developing for, become more complex. It is very common for companies to use tests of specific characteristics, such as Customer Service Orientation or Problem-Solving Ability, to screen large numbers of candiates for entry-level positions. In such situations, much weight is placed on the test results. In more complex jobs, such as a Customer Service Manager, test results are often balanced with observations from personal interviews and a review of candidate history.

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Are the tests at ROI Assessments valid for use in the workplace?

Yes. Many of the tests available at ROI Assessments are in wide use in many organizations for hiring purposes. All tests available have passed a quality check to ensure that they are well-developed and have some level of validity for use in the workplace. Few tests, however, are appropriate for all uses. If you want to hire people, you will use different tests than if you are offering career development services. Consultants at ROI Assessments will help you zero in on those tests that best fit your need.

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Does using tests create more legal exposure for my hiring process?

No. Well-developed tests that have been appropriately identified for use in a given setting can provide additional support for the fairness of your hiring process. A hiring process that lacks a testing component relies more on subjective factors and individual impressions. In addition, even the same interviewer may treat different candidates differently. Tests are objective and provide each candidate the exact same opportunity.

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