Employment Technologies Corporation (ETC) is committed to valid and fair testing. This commitment is demonstrated in the rigor taken throughout our product development and validation process. Each EASy™ Simulation is designed according to the highest professional, legal, and ethical standards. The Office of Federal Contract Compliance Programs (OFCCP) and the Office of Personnel Management (OPM) have reviewed our methodologies and found that our assessments are fair and accurate predictors of future job performance. The key steps in our development and validation process are summarized below.

The development of each EASy Simulation is based on extensive research and a thorough analysis of the target job. This information is collected using a variety of techniques including: direct observation, supervisor and incumbent interviews, and documentation review. The job analysis results in a job profile listing the critical skills, work activities, and environmental characteristics required to effectively perform the target job. Subject matter experts independently review the job profile for completeness and accuracy. Information from the job profile is incorporated into a Task Analysis Questionnaire (TAQ). The TAQ is then distributed to a larger sample to confirm that the profile accurately defines the requirements of the target job across organizations and business environments.

Once the job analysis is complete, ETC test developers prepare a detailed design document outlining the content, format, and administrative functions of the simulation. Our highly realistic, multi-media simulations are designed to recreate the target work environment and require participants to demonstrate job-specific skills. This approach gives applicants a realistic preview of the job and gives employers a realistic preview of applicants' skills and abilities. Research has repeatedly shown that job-specific simulations result in higher accuracy, more favorable applicant acceptance, fewer legal challenges, and less adverse impact than traditional testing formats.

To ensure program validity, ETC uses a dual validation strategy. This strategy establishes both the relevancy of the simulation in measuring key job requirements (content validity) and the accuracy of the simulation in predicting job performance (criterion-related validity). Results of this intensive validation process consistently demonstrate that our assessments are among the most accurate, fair, and legally defensible assessments available. In addition, ETC conducts ongoing research regarding the fairness, validity, and utility of our assessment products.

Within the area of assessment "one size fits all" does not apply. For this reason, ETC has developed a simple and accurate process to verify the appropriateness of our assessments for specific hiring needs. ETC's Job Match Process helps to determine whether or not the work activities/skills measured in a specific assessment match the work activities/skills of the target job within a specific organization. If an adequate degree of match is found, the organization can legally implement the assessment without the need for a separate, internal validation study.