Science backed results you can rely on
Our scientific validity and test accuracy is our highest priority. Equalture’’s Science team ensures the highest quality of our game-based assessment and is focused on the scientific validation of our assessments.
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Expert opinion
“Game-based assessments are more reliable and accurate in measuring candidates’ abilities as they come closer to real world 21st-century behaviour than traditional assessments.”
Think about it this way: what’s more effective? Having someone respond to the statement ‘I enjoy solving complex problems’ on a scale of 1 to 5, or giving them a complex problem to solve and assessing how they approach it?
Dr. Marcia Goddard,
Expert in the field of neuroscience and game-based assessments
Equalture’s scientific principles
PRINCIPLE 1
Built upon decades of modern neuroscience.
Equalture’s assessments are built upon decades of behavioural and cognitive neuroscience. We do not build assessments upon existing frameworks such as the MBTI or DISC, as these frameworks are not scientifically validated and are based on outdated perspectives on the work environment.
PRINCIPLE 2
Inclusion at the heart of our assessments.
We want you to hire your best candidate, regardless of gender, race, ethnicity, age, or neurodiversity. We meticulously test our assessments for adverse impacts regarding demographics, colour blindness, AD(H)D, ASD, Dyslexia, and more.
PRINCIPLE 3
Developed according to the COTAN Review System.
The Dutch Institute of Psychologists (NIP) formed a committee for test matters in the Netherlands, COTAN, which outlines a review system for evaluating test quality. During the development of our assessments, we have taken the COTAN Review System into account as a basis for our assessment development process.
PRINCIPLE 4
Extensively validated, with a focus on Reliability and Construct Validity.
We extensively validate our assessments, during development and continuously thereafter. We aim to enhance both reliability and construct validity. Reliability ensures consistent results over time, while construct validity confirms that a test measures what it intends to measure. To determine construct validity, we compare our tests with other scientifically validated tests to find consistent correlations.
How did we select the traits we measure?
Research in organisational psychology has identified three key predictors of work performance: cognitive abilities, behaviour, and job knowledge. While the specific job knowledge required can vary widely depending on the role, certain cognitive abilities and behaviours are universally relevant across many fields.
Our game-based assessments are designed to measure these essential cognitive abilities and behaviours in an objective, inclusive, and efficient manner. This approach ensures a fair evaluation of an individual’s potential to learn new things, solve problems, adapt to new environments, collaborate effectively with others, and more. By focusing on skills rather than background, we provide a more accurate assessment of a candidate’s true potential.
How do we assure fair and inclusive results
At our core, we believe in the power of diversity and inclusion. We are committed to helping you hire the best candidate, irrespective of their gender, race, ethnicity, age, or neurodiversity. Our goal is to ensure that everyone has an equal opportunity to succeed.
To achieve this, we continuously conduct research to identify and mitigate any potential biases in our assessments, addressing various demographics and specific needs like colour blindness, ADHD, ASD, and dyslexia.
Our assessments are designed to be fair and unbiased, employing strategies such as:
- Accessibility: Ensuring assessments are accessible to individuals with different abilities.
- Bias Mitigation: Minimizing unconscious biases that could affect assessment outcomes.
- Continuous Improvement: Regularly updating our tools based on the latest research and feedback.
