Test Partnership | Science and Validity

A must for effective and efficient hiring

Objective assessment data helps you shortlist faster, reduce mis-hire risk, and keep decisions consistent across hiring managers.

Science-backed, results you can trust

Built on validated methods, with clear reporting and evidence you can stand behind when stakeholders ask “why this person?”

Knowing when to use aptitude tests

Use them where they add value most, in roles needing learning speed, problem-solving, and strong on-the-job performance.

BEN SCHWENCKE

Ben holds an MSc in Organisational Psychology and has over ten years experience in psychometric testing.

The real-world calibration data we have access to is unsurpassed, which means we’re able to make the most accurate and reliable assessments on the market. And the technical expertise of our science team at Test Partnership ensures all our assessments are fully backed by evidence.

Ben Schwencke Test Partnership’s Chief Psychologist

Core design principles

Good assessment design is not about more questions, it’s about better measurement. Every test we build is grounded in three principles that protect decision quality: reliability, validity, and accessibility.

Reliability

Results you can depend on. Our assessments are designed to produce consistent scores across time, forms, and candidate groups, so outcomes reflect ability, not chance.

Validity

Measures what matters for the job. We build assessments to predict real workplace outcomes and align them to role requirements, so your hiring data is genuinely useful.

Accessibility

Fair by design, inclusive by default. We build for a wide range of candidates, with reasonable adjustments, clear formats, and ongoing checks to reduce unintended barriers.

Modern psychometrics, not guesswork

Our assessments are developed using Item Response Theory (IRT)—a modern psychometric framework that offers far greater accuracy than older Classical Test Theory (CTT) methods. Rather than simply tallying correct answers, IRT takes question difficulty into account, delivering more meaningful scores and more consistent candidate experiences. This enables a smarter, fairer, and more robust assessment process.

Explore assessments

Faster and Fairer with Computer Adaptive Testing (CAT)

Thanks to IRT, our assessments can be delivered adaptively—getting harder or easier depending on each candidate’s performance. This makes the test experience smoother, more engaging, and far shorter without sacrificing accuracy. Adaptive testing also makes it significantly harder to game the system, as each candidate receives a unique set of questions.

Greater precision in less time
Customised experience for every candidate
Secure from item bank pre-preparation

Measuring using the leading models of personality and cognition

Our assessments are grounded in robust, well-established psychological models—not pop psychology. For example, our personality assessments are built on the Big Five, HEXACO, and Core Self-Evaluations, while our cognitive tools are developed using decades of research in psychometrics and intelligence testing. This ensures your results are interpretable, meaningful, and defensible.

Fairness at the core

Fairness isn’t an afterthought—it’s engineered into every stage of development. Using Differential Item Functioning (DIF) analysis, we check for and remove bias at the individual question level. This goes far beyond standard adverse impact analysis and ensures our tests remain fair across all protected groups, even as we continue to update and improve them over time.

Fair and inclusive by design
Bias checked throughout development
Continuously monitored for long-term equity

Developed by our team of business psychologists, our assessments are designed in line with industry best practice and academic rigour, making them fair, valid, and reliable.

DESIGN PROCESS