How was the Bryq assessment developed?
Bryq has been developed on top of established I/O psychology research results, with the goal of leveraging proven methods and maximizing the validity of the resulting assessment.
Every new development is evaluated by two distinct teams of I/O psychologists, significantly reducing the number of potential blind spots.
Is the Bryq approach valid?
Validity is the extent to which the scores from a measure represent the variable they are intended to. There are three basic kinds of validity:
- Criterion validity – a measure of how well what is being tested can predict future uses of the same kind; i.e. a personality test may predict a certain behavior, but it is only valid if this behavior is later shown in real life.
- Predictive validity – similar to criterion validity in that it deals with the predictive nature of a question/task on a test; this type is often used when comparing test scores on a work-related task, to how an employee is actually scored on that task by their employer.
- Content validity – mainly used in clinical psychology, measures an assessment on how well it encompasses the entire part of personality or symptoms it is testing for, and requires authorities to validate that these ‘parts’ make up the whole picture of the given construct.
Criterion / predictive validity
Extensive research has been done on the ability of various pre-hire screening methods and measures to predict job performance. The table below shows the predictive validity of most commonly used selection practices, according to Frank Schmidt’s meta-analysis of a century’s worth of workplace productivity data, first published in 1998 and recently updated.
Cognitive abilities are responsible for the prediction of job and training performance, whereas factors specific to the aptitudes appear to contribute little or nothing to prediction. The research showing this is reviewed in Hunter (1986); Jensen (1986), Olea and Ree(1994); Ree and Earles (1992); Ree, Earles, and Teachout (1994); and Schmidt,Ones, and Hunter (1992), among other sources.
Content validity is the extent to which a measure “covers” the construct of interest. Bryq measures cognitive abilities & personality traits
As per Frank L. Schmidt (2002), cognitive ability is the most important cause of job performance and the relationship between ability and performance is stable over time.
Bryq assesses abilities involved in thinking (logical reasoning, attention to detail, verbal and numerical ability), using questions designed to estimate applicants' potential to use mental processes to solve work-related problems or to acquire new job knowledge
- Numerical ability: 8 sub-skills are evaluated, with 2 levels of difficulty
- Verbal: 3 sub-skills are evaluated, with 2 levels of difficulty
- Logical reasoning: 2 sub-skills are evaluated, with 2 levels of difficulty
- Attention to detail: 3 sub-skills are evaluated, with 2 levels of difficulty
The cognitive part of the Bryq assessment has been developed with the goal of fully covering all essential skills and sub-skills.
The assessment was initially calibrated using a sample of 2,142 subjects.
Given the popularity of Bryq, many thousand new subjects are evaluated every month; their results are evaluated continuously for the purpose of maintaining calibration and internal consistency.
The questions used are constantly amended with new equivalent questions, for the purpose of presenting candidates with different variations of questions on the same sub-skills.
After 65+ years of rigorous scientific development, there are more than 2,700 research studies that mention the 16PF assessment, including its successful application to job performance (Christiansen and al, 1994; Day & Silverman, 1989; Tett, Jackson, and Rothstein, 1991; Furnham,1991; Gellatly et al.,1991; Goffin, Rothstein, et al., 1996; Lamont& Lundstrom, 1977).
Bryq assesses personality traits by using an assessment based on the 16 personality factors model.
- The sixteen personality factors or 16PF psychometric test assesses various primary personality traits in order to provide feedback about an individual’s disposition
- Personality characteristics have been linked to job performance and satisfaction within occupational roles, showing that not only will some individuals perform at a higher level in a specific employment; they are also more likely to gain greater satisfaction and fullfilment from a job that is suited to their character
- The 16 traits measured by the 16PF can also be grouped into five broad dimensions, known as the Global Factors, which correlate strongly with the Big Five
The personality assessment of Bryq has been developed to measure traits on the basis of the proven 16 personality factors assessment, with the additional goals of reducing the number of questions used, to shorten the duration of the assessment.