Technical Background

The Polaris management team has a combined 80+ years of experience working with leading organizations to develop, validate, and implement legally defensible employment screening systems. As industrial and organizational psychologists, we have a keen focus on the technical details that go into assessment solutions.

Assessment Characteristics

The Polaris testing system includes both homogeneous and heterogeneous components. The “elements” of the system consist of homogeneous constructs developed to tap into a number of personality characteristics, workplace aptitudes, and attitudes, believes, and interests that are relevant to the workplace.

A strength of the system, however, is that these sophisticated “elements” are practically invisible to users. Instead, they are combined into heterogeneous predictor dimensions (e.g., Ease of Supervision, Working with Others, Quality and Productivity Orientation) that communicate easily to managers, HR professionals, and other practitioners.

The result is a set of predictor scores that satisfies the standards of test and measurement professionals (scales that have Cronbach’s Alphas of at least .70) and provides feedback to users in general business terms, as well.

Validation Documentation

Evidence of validity is important to an organization for a number of reasons. Primary among these is that statistical validation documentation is the strongest evidence that a measure will actually help the organization select better people. In addition, especially in the United States, validation documentation is usually necessary if regulatory or legal entities review an organization’s hiring practices.

“Validation” can take many forms, but the strongest form involves developing multiple sets of data that, together, provide a pattern of consistent support for the use of a test or other measure. Polaris Assessment Systems utilizes proprietary job analytic techniques to supply one part of that pattern. Its reliance on the use of testing approaches that the professional literature shows to be predictive of job success provides a second source of support.

In addition, Polaris conducts local validation studies in larger organizations. Job incumbents in the organization take the tests on a confidential basis and supervisors supply performance data on each incumbent tested. The statistical correlation between test data and performance data is then examined. If you wish to see detail on the typical results of these validation studies, please contact us.

In short, the Polaris approach ensures that the system implemented in an organization validly predicts performance on its jobs. Our proprietary tools and methods also ensure that the validation process is neither costly nor burdensome.