Indeed Assessments - EEOC Statement

 

The information contained on this page is for general informational purposes only and is not legal advice or a substitute for legal counsel.

The development, validation, and use of assessments for employee selection have been commented upon by the Equal Employment Opportunity Commission (EEOC) as well as the Uniform Guidelines on Employee Selection Procedures (UGESP). These procedures are the EEOC’s attempt to help companies mitigate discriminatory behavior in assessments used during the pre-hire process and are designed to follow the guidelines set forth by the following:

  • Title VII of the Civil Rights Act of 1964 (as amended by the Equal Employment Opportunity Act of 1972)
  • Title I of the Americans with Disabilities Act (ADA)
  • The Age Discrimination in Employment Act (ADEA)

This document outlines the steps Indeed has taken in the development of the assessments that are currently available to our clients, as well as the steps we intend to carry out as part of our future efforts so that companies can understand how these assessments fit into their EEOC compliance profile

Determination and Development of Assessment Content

Indeed uses a standardized process in the determination and development of assessment content. This process attempts to link assessment content with job-relevant knowledge, skills, abilities, and other characteristics (KSAOs). For currently available assessments to Indeed’s clients, content was created using the following processes:

  • Determination of the Job Skills for Assessment - The most commonly searched-for jobs were identified using Indeed’s internal data.
  • Identification of KSAOs - Using the most commonly searched-for positions, a job skill analysis was conducted by leveraging job description data from Indeed, as well as the government’s database of U.S. jobs (O*NET). The job analysis identified important tasks and KSAOs we believe are required for success in these roles. Assessment development was guided by tests plans, which were created based on job analysis information identifying critically important KSAOs.
  • Involvement of Subject Matter Experts (SMEs) - Assessments were developed using a rigorous process that was overseen by a team of assessment experts with backgrounds in Industrial-Organizational Psychology and Instructional Design. When creating items for a specific content area, the assessment team worked closely with SMEs with extensive experience in that given area. Involving SMEs in the content creation process helps to link assessment items with the KSAOs as intended and reference activities actually performed on the job.
  • Quality Assurance - Assessment quality was maintained by subjecting all content to a thorough and iterative review process prior to release.

Establishing Assessment Validity

As part of our efforts to comply with the guidelines set forth by the EEOC, Indeed intends to establish validity of its assessments. In line with professional guidelines, Indeed considers validity to be an accumulation of evidence about an assessment’s ability to accurately measure what it was intended to measure. Indeed is taking a multi-pronged approach to establishing that evidence. Indeed’s assessments are either currently undergoing or will undergo validation processes to establish links with job performance and other job-related outcomes to establish evidence that the content measures the intended KSAOs.

Current Validation Efforts

Content Validation

As part of its validation efforts, Indeed is currently conducting content validation studies to evaluate how closely the items in each assessment are linked to their respective KSAOs. SMEs will provide ratings that indicate the extent to which an item provides information about a candidate’s proficiency in the target KSAO.

Construct Validation

Indeed is collecting pilot data to assess internal consistency of Indeed’s assessment modules. Data from these efforts will also be used to demonstrate that assessments are perceived by test takers as measuring the underlying theoretical and psychological constructs they are intended to measure. Future construct validation efforts will include (a) comparing existing measures of similar and dissimilar constructs (i.e. convergent and discriminant validity, respectively) to Indeed’s assessments or (b) using structural equation modeling to test measurement and structural models that provide information regarding the associations between and within constructs.

Mitigation of Group Differences

Indeed’s assessments were developed rigorously following standardized procedures for assessment development aiming to minimize the potential that certain groups of test takers may be disadvantaged (e.g., by avoiding unnecessarily high reading levels in items).

Further, Indeed’s assessments will be piloted with test takers to determine if there are significant, unintentional group (i.e., gender, race/ethnicity, age) differences among test takers. Should group differences be demonstrated, assessment content will be revisited to examine whether it can be adjusted to reduce group differences.

Fair Test Administration Procedures

Indeed assessments are administered to candidates using an online platform. In doing so, Indeed follows a standardized administration procedure providing a fair opportunity for all candidates taking assessments. Specifically, all candidates are given a standardized testing experience, which may include a standardized set of instructions, sample questions, pre-established time limits, and the opportunity to provide assessment feedback.

Client Responsibilities for Administration and Use of Indeed Assessments in the Pre-Hire Context

Candidate assessment scores have not been validated using a larger population of test takers. Thus, the assessment results may not accurately represent the applicant’s actual level in any one assessed area. Clients who create custom assessments or utilize Indeed’s platform and content for assessment administration are responsible for ensuring adherence to the EEOC guidelines in order to mitigate potential discrimination and adverse impact. You as Client further acknowledge that you are responsible for offering alternative methods of screening, if so required by the Americans with Disabilities Act or any other equivalent state act. Indeed does not warrant that the method of delivery of these questions would be compliant with the Americans with Disabilities Act or any equivalent state act. You the Employer agree to indemnify Indeed for any and all claims arising out of an Employer’s use of a Screening Tool, including any claims that any screening tool does not comply with the Americans with Disabilities Act or that such Screening Tool results in a “disparate impact. Additionally, clients who elect to use Indeed’s content are responsible for the following:

  • Determine the appropriateness of the assessment instrument for the job in the pre-hire/screening process
  • Understand the potential implications and/or limitations of using an assessment as part of the pre-hire/screening process
  • Use the assessment results in accordance with the EEOC's recommendations for fair hiring practices