The test used by TestFirst has been established and validated in accordance with the procedures described in "Standards of Educational Psychological Tests and Manuals," which is referred to in paragraph (2) 1607.6, "Minimum Standards for Evaluation," Federal Register Volume 35, dated Saturday, August 1, 1970. It is therefore not discriminatory and is in compliance with E.E.O.C. and other Federal Regulations.

The Reliability and Validity Manual published by Candidate Resources, Inc., establishes the legal and written confirmation that this evaluation was professionally developed and validated in accordance with both Construct and Criterion methods of validation. Candidate Resources, Inc., will defend the validation or content of the test for any company using this assessment, but cannot assist any company as a result of the misuse or abuse of the test. There are four forms of validity:

CONSTRUCT refers to the extent in which dimensions with similar names on different tests relate to one another. Two things that correlate highly are not necessarily identical, but do provide reassurance that they are related and are a "construct" or part of the makeup (like honesty, dependability, sociability, etc.) of an individual as related to actual job performance.

CONCURRENT is that approach whereby people who are successful within a given job within a given company or industry are evaluated and generally grouped TOP THIRD, MIDDLE THIRD, BOTTOM THIRD. The assessment scores of the people who fit each of these ranges are then compiled and Job Benchmark Standards of the TOP THIRD are used to hire, train or manage.

PREDICTIVE occurs when the employer hires people for a job based on normal hiring procedures (interviewing, reference checks, education/experience, etc.) and at the same time has them complete the assessment, but does not utilize any data from it in the hiring decision. Within six months, or any appropriate period of time later, the assessment is scored, and benchmarks established of the people who were hired in the new jobs who are still with the employer and whom the employer considers successful. Job Benchmark Standards are thus established through the Predictive approach.

CONTENT represents job function testing, i.e., typing, mathematics, design, CPA exams, physical work endurance, etc. Content validation is not the method utilized by Candidate Resources, Inc., since we do not provide content assessments to the marketplace.