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Technological Breakthrough

See What Makes our Platform Tower Over the Competition.
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1. Synthetic Validity

Synthetic validity is a form of validity generalization, in which jobs are characterized by a unique set of common components. By determining the validity of predictor tests (such as cognitive abilities and work personality characteristics) for each of these components, it is possible to estimate the validity of a set of predictor tests for any particular job.

The challenges to implementing synthetic validity are first in defining the job component taxonomy that can model any job and second in establishing the validities of predictor tests of each of these job components. In recent years a scalable solution to the first challenge has been offered through the U.S. Department of Labor’s O*NET database which can be used to model any job as a combination of its 27 generalized work activity (GWA) and 11 Work Context components.

The second challenge has been more difficult to solve because to estimate the validity of a predictor test for each component requires gathering validity data between the predictor test and each of the more than 950 O*NET occupations. As a result, commercial implementation of a scalable synthetic validity solution has not been traditionally feasible.

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2. The RightHire Approach

In collaboration with the world’s foremost experts in synthetic validity, RightHire has implemented a novel solution to this second challenge without the need to collect validation data for each O*NET occupation. This method involves using I/O psychologists as subject matter experts (SMEs) to estimate the validities of the 27 O*NET GWAs and 11 Work Context items for RightHire’s battery of 17 cognitive and 16 work style assessments. This approach greatly improves the practicality, ease, and speed of building a viable and scalable employee selection system.

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3. Legal Defensibility

The industry-standard Principles for the Validation and Use of Personnel Selection Procedures produced by the Society of Industrial-Organizational Psychology (SIOP) explicitly identifies synthetic validity as a viable solution. Two court cases to date involving selection procedures based on synthetic validity were decided in favor of the synthetic validity approach, though these were summary judgments with bounded legal precedent. Although future legal challenges will further clarify the issue of defensibility, peer-reviewed expert opinion is that synthetic validity will be considered a sound foundation for employee selection systems.

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