Ensuring job-relevant and fair assessments through continuous research

Developing and maintaining assessments that stay relevant and fair requires diligent and continuous research and a constant focus on the intended impact. At Assessio, we aim to ensure our assessments balance prediction, fairness, candidate experience, and cost. We support our clients in creating meaningful, fair, and non-discriminatory hiring and development processes in order to give their candidates and employees the best possible foundation for success and satisfaction in their jobs. 

Evaluating real-life data

Assessio’s assessment tools are explicitly built for job-relevant purposes. Professional environments which influence people’s behaviours and working lives evolve over time. The quality of a job-relevant assessment therefore largely depends on the data it is built on. Continuously evaluating data from real-life processes helps shape the development on Assessio’s tools and ensure their constant relevance.  

Combining potential and performance data 

To better predict future top performers, Assessio helps organisations assess and analyse the potential and performance of their existing workforce in a specific role. By comparing high and low performers, it’s possible to build a data-driven profile of what success really looks like. Assessing both potential and performance in this way provides valuable insight into how to hire and develop individuals and teams more effectively going forward. 

You can read more about how we do this through performance insights studies here.

Evaluating output to reduce biases 

To systematically reduce bias and ensure that no groups are disadvantaged is a central part of Assessio’s test development and maintenance process. We analyse data for different groups, adjust our tools, and provide guidance to clients on avoiding discrimination to support fairer decision-making. 

Balancing effort and value for candidates and clients 

What might be termed objective and fair, can still feel wrong from a candidate perspective. We know that candidates’ experience and perception of fairness influence their likelihood of taking part in the selection process and ultimately accepting a job offer while also contributing to the employer brand (Pulakos, 2005, McCarthy, 2017, Hausknecht et al, 2024). We work to balance scientific fairness and prediction with a candidate’s perceived fairness by prioritizing face validity and notions of relevance and by balancing the time and effort required by candidates with the value and insights they gain.   

Staying informed about research developments 

The research on selection and individual differences is ever-evolving. As part of Assessio’s endeavor to create high-quality assessments relevant for job-related purposes, we keep ourselves informed on the latest developments within our research community to ensure that our assesments are always based on best practices. 

Updating and evolving our assessments 

As a result of our research, we are continually making adjustments and improvements to our assessment package. We consider research our most critical guiding tool and use it as the foundation for regularly updating our psychometric. This is a natural part of our efforts to enable scientifically valid, data-driven decision-making and increased self-awareness.   

The final takeaway

Fair and effective assessments don’t happen by chance. Through continuous research, real-life data analysis, and ongoing psychometric development, Assessio ensures its assessments remain job-relevant, bias-aware, and valuable for both organisations and candidates – supporting better decisions, stronger performance, and long-term success.

👉 See how research-driven assessments work in practice
Book a demo to see how Assessio supports fair, bias-aware, and job-relevant assessment practices.