FAQ (from Industrial Edge)

Is Industrial Edge Valid?
Yes, when used properly Industrial Edge is a valid employment test. An employment test is considered valid if it meets two criteria: (1) it accurately measures the knowledge or skill it was intended to measure, and (2) it is job related. A test is job-related if the knowledge or skill it measures is useful or necessary for successful job performance. Not only is Industrial Edge content valid, but we have also included the Department of Labor's Dictionary of Occupational Titles within the software, to assist in correctly administering tests. HR managers should be aware that there are two types of validity that the EEOC acknowledges, statistical validity and content validity. Content validity is when there is a direct relationship between what a test measures and what the job description says. As a consequence, regression and other statistical procedures for weighting and generating a composite score from a test battery are not applicable when a content-related validation strategy is used.

Why should I test my blue-collar employees?
Historically, testing blue-collar employees has taken a back seat to the testing of clerical and office workers, but from our point of view, industrial workers should be the main priority for skills testing. Think about it this way, how much damage can an office worker cause by mistyping a letter, vs. a CNC machine operator working with a $300,000 precision machine tool. We doubt that a clerical worker could mistakenly cause $600,000 of damage in half a day.