Our Assessments Are Independently Tested
and Validated for Accuracy
Our scientifically validated assessments—DISC, Motivators, and Emotional Intelligence (EIQ-2)—have been tested against rigorous standards established by the APA and EEOC through independent third-party validation
Assessment Validation
Assessment validation is a key process that ensures the accuracy and fairness of assessment tools and techniques. Evaluating whether assessments measure the intended outcomes helps human resource departments, trainers, recruiters, and coaches ensure that the results are meaningful and actionable. Validation establishes standards of quality and fairness, confirming all learners are assessed appropriately.
Testing for APA Standards &
EEOC Compliance
A recent review revealed a significant majority of assessment processes and outcomes
available today lack the studies and reporting to confirm their accuracy. Of the
small minority that claimed to have reported, the significant majority of those
reports were conducted privately, often internally by the assessment provider
itself, rather than an objective and scientifically qualified third party.
At Assessments24x7, we are leading by example in this otherwise unregulated
industry. How are we doing this? By submitting our assessments to an objective,
independently conducted battery of tests: Construct Validity, Reliability, and
Disparate Impact - all by a qualified scientific authority (Assessment Standards
Institute). Our goal? Ensuring the trust and confidence of our users and the
validation of assessment practices by producing the industry’s most accurate and
class-protected assessments.
…this DISC assessment has one of the highest Cronbach scores in the DISC marketplace.
This is a significant achievement, and the attached updated version of the DISC Data
Reliability report confirms the results... You should feel very good about the efforts to
make the Assessments 24x7 DISC report one of the best in the marketplace."
- Assessment Standards Institute
The Assessment Industry's Past and Present
Since the mid-20th century, assessments have been used to inform decision-making in some
of the world’s most influential organizations. Originally developed and interpreted by
highly skilled PhDs, these tools were trusted by Fortune 500 companies, major
universities, and government institutions. Only a small number of established developers
produced assessments, and their scientific rigor made them reliable tools for
organizational development.
But everything changed with the rise of the internet in the 1990s. The ability to
produce, market, and distribute assessments became faster, easier, and far less
expensive. As a result, the industry exploded into what is now a “global cottage
industry,” with hundreds of developers producing thousands of assessments—each claiming
scientific accuracy and practical value.
Today, assessments are used by individuals and organizations of every kind, including
some of our largest institutions. Yet, this widespread usage comes with a concerning
reality: the assessment industry remains completely unregulated. There are no
standardized requirements, quality safeguards, or oversight to ensure the tools being
sold and used are valid, reliable, or even what they claim to be. Millions of people
rely on these tools every day—often without knowing whether they’re scientifically
sound.
Independent & Verifiable Testing by a Qualified Institution
The Assessment Standards Institute (ASI) provides our DISC, Motivators, and EIQ-2 assessments with verifiably objective testing and reporting that meet professional guidelines from the APA and EEOC. This voluntary and transparent process confirms the scientific accuracy and professional merit of these assessments. Validation reports are available upon request and include:
Construct Validity
(APA Standards)
Construct validity is one of the most central concepts in psychology. It is the degree
to which a test measures what it claims, or purports to be measuring. Researchers
generally establish the construct validity of a measure by correlating it with a number
of other measures and arguing from the pattern of correlations that the measure is
associated with these variables in theoretically predictable ways.
DISC Construct Validity Report →
Disparate Impact
(EEOC Standards)
Employers often use tests and other selection methods to screen applicants for hire and
employees for promotion. These tools can effectively identify the most qualified
candidates. However, they can also violate EEOC Guidelines if they unfairly exclude
people in a protected group by class, race, sex, or another covered basis. The law
allows for selection procedures based on job-related requirements. If a procedure
negatively impacts a protected group, the employer must show it is job-related and
necessary for the business. If discrimination exists, the policy or practice should be
linked to the skills needed for the job.
DISC Disparate Impact Report →
Reliablility -
Cronbach's alpha (APA Standards)
This technique is one of the most reliable measures and sets a high standard for
comparison. Note that Cronbach's alpha is used for this instrument due to its high
standards. Readers should compare the reliability coefficients presented here to those
from other vendors and ask which formulas they used. Cronbach’s alpha measures the
reliability, or internal consistency, of a set of scale or test items. It checks how
consistently a concept is measured.
DISC Reliablility Report →
Principles of Assessments
Validity
Validity means that an assessment measures what it's supposed to measure. A validated
assessment process means that the results accurately reflect the true performance or
understanding of those being evaluated.
Reliability
Reliability is the consistency of an assessment judgment.
A reliable assessment gives stable and consistent results across different instances,
ensuring repeatable and dependable outcomes.
Fairness
Fairness means giving everyone an equal chance to show their abilities without bias or
discrimination. It ensures that the assessment is fair and does not favor any group,
accurately representing everyone's capabilities.
Transparency
Transparency means clear communication about the criteria, processes, and expectations
of the assessment system. It ensures that everyone understands how the assessment is
conducted and how the results are determined, building trust and clarity.
Authenticity
Authenticity means the assessment reflects real-world tasks and scenarios. An authentic
test evaluates skills and knowledge, providing output that is meaningful and relevant,
making the results more useful in practical settings.
Practicality
Practicality considers how feasible and efficient the assessment is. It ensures that the
assessment is manageable in terms of time, resources, and effort, while still achieving
its purpose without unnecessary burdens.
Feedback
Feedback is giving constructive information based on assessment performance. Effective
feedback helps individuals understand their strengths and areas for improvement, guiding
their learning and development.
Alignment
Alignment means the assessment is purpose-built to match the goals it’s intended to
support—whether that’s hiring, coaching, leadership development, or team building. It
ensures that the behaviors, traits, or competencies being measured are directly
connected to the outcomes you’re trying to achieve.
The Importance of Assessment Validation
Validated assessment tools, such as Assessments 24x7's DISC, ensure fairness, accuracy, and
reliability in professional development and selection processes. Through rigorous validation
studies, they offer dependable insights into an individual's behavioral preferences and
workplace tendencies. This is particularly important in settings such as hiring, team
formation, and professional coaching, where outcomes have a significant impact on both
individuals and organizations. With validated assessment tools, employers and coaches can
make more informed decisions, reducing bias and ensuring the instrument measures the
intended behavioral dimensions.
Without proper validation, assessment tools might produce misleading insights, leading to
misaligned placements and potential legal complications. Additionally, validated assessments
and a quality review of the assessment process help ensure compliance with regulatory
standards from organizations like the APA and EEOC, thereby protecting against
discrimination claims. Validation enhances the credibility and effectiveness of tools like
DISC, promoting fair and productive environments for everyone involved in the workplace.
Choosing Assessment 24x7's Scientifically
Validated Assessments
Choosing Assessments 24x7’s validated assessments—DISC, Motivators, and EIQ-2—means opting
for accuracy, reliability, and fairness. These tools have undergone systematic, third-party
testing by the Assessment Standards Institute (ASI), ensuring alignment with professional
guidelines from the American Psychological Association (APA) and the Equal Employment
Opportunity Commission (EEOC).
Incorporating our validated DISC assessment in your organizational processes means choosing
integrity in understanding behavioral preferences, communication styles, and workplace
tendencies. This leads to better decision-making, whether you are selecting candidates for a
position, determining team composition, or developing employee potential. Our focus on
eliminating biases and following solid scientific validation principles reduces the risk of
legal issues and ensures fair opportunities for everyone based on their natural behavioral
styles. The DISC assessment provides valuable insights that support effective coaching,
recruitment, and employee development without labeling responses as right or wrong.
Frequently asked questions
What are common misconceptions about scientifically validated assessments?
One common misconception about scientifically validated assessments is that they are
perfect. Although these assessments are tested for accuracy and reliability, no tool is
without error. Another misconception is that all assessments labeled "validated" meet the
same standards. In reality, the assessment validation process can vary depending on the
testing and standards used. Some also think that scientifically validated assessments are
too complex or expensive to implement. However, using good, validated tools can save
organizations time and resources by improving the accuracy of their evaluations and reducing
the risk of bias and legal issues.
How can organizations implement scientifically validated assessments effectively?
Organizations can implement scientifically validated assessments effectively by following a
structured approach. First, understand the specific needs and goals of the organization to
select the right assessment methods. This may involve working with experts and getting
recommendations from trusted providers. Once the assessments are chosen, train staff to
ensure proper administration and accurate interpretation of results. Employees responsible
for using these tools should be skilled in their application and maintain objectivity
throughout the evaluation process.
Also, establish clear protocols for incorporating assessments into decision-making. This
includes integrating assessments smoothly into existing workflows and ensuring they
complement other evaluation methods. Regular monitoring and review of the assessment process
can help identify any issues and areas for continuous improvement. Prioritizing
transparency, consistency, and adherence to validated methodologies can maximize the
benefits of scientifically validated assessments, creating a fair and equitable environment
for all stakeholders.
How can I verify if an assessment tool is genuinely scientifically validated?
To determine if an assessment is truly scientifically validated, look for the following:
- Third-party validation: Check if the assessment has been reviewed by reputable organizations like the American Psychological Association (APA) or the Assessment Standards Institute (ASI).
- Validation reports: Request a validation report from the publisher, which should detail the development, testing, and evaluation of the tool.
- Peer-reviewed research: Look for independent, published studies demonstrating the tool’s reliability and validity.
- Real-world application: Case studies and testimonials provide valuable insights into how effectively the tool performs in practical settings.
- Expert consultation: If in doubt, consult a psychometrician or assessment expert who can objectively evaluate the tool’s scientific rigor.
These steps can help ensure that the assessments you choose are not only valid—but valuable.
For 20+ years, we have provided consultants, coaches, and corporations the tools to optimize hiring processes and maximize performance. Our validated assessments, flexible platform, and exceptional support have positioned us as a "Global Leader in Assessment Technology."
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