Before launch, HiPeople conducts a criterion-related, job-specific validity study based on your roles and success markers.

We use your:

From this, we:

This produces organization-specific validity evidence, aligned with SIOP and APA guidelines.

Launching an assessment is only the starting point. Roles evolve, markets shift, and performance expectations change. HiPeople monitors these changes continuously to ensure your assessments remain predictive, fair, and aligned with real work.

We gather real-world performance data from your organisation. This can come from HiPeople’s QoH Analytics, direct integrations with HR and performance tools, or manual data uploads. These inputs form the basis for understanding how assessment scores relate to on-the-job outcomes.

HiPeople reviews your assessment data alongside your performance data to evaluate how well the assessment is working. This includes monitoring:

This ongoing analysis addresses the well-documented issue of validity decay: the natural reduction in predictive accuracy that occurs when roles or work environments change over time.

Based on what the data shows, HiPeople recommends updates to keep your assessments sharp and job-relevant. Updates may include:

These insights ensure your assessments continue to reflect:

The result is an assessment program that stays relevant, predictive, and fair well beyond the initial launch. Continuous validity monitoring turns your assessments into a living system that adapts as your organisation grows and changes.