Checking Accuracy Test

Use the Checking Accuracy Test to assess your candidates for the ability to accurate readings of identification numbers, names, and tables.

What It’s Best Used For

This screening tool is best utilized during the initial hiring phase or internal talent audits to verify basic data-checking competencies before investing company time and money into training. It is ideal for entry-level roles in warehousing, inventory management, logistics, and industrial administration.

• Vetting 5 Functional Skill Areas: The exam explicitly measures an applicant’s speed and accuracy in matching product codes by sample codes, matching names from a list, using a data reference sheet, sorting numbers into numerical order, and organizing names into alphabetical order.
• Minimizing Inventory & Order Mistakes: It effectively screens out low-performing applicants who are prone to misreading labels, mistyping serial numbers, or misfiling critical company logs.
• Flexible Corporate Deployment: To seamlessly fit into your recruiting pipeline, the test is available in both online and paper formats, supporting immediate automated grading or quick scoring by hand.
• Legally Validated Vetting: Formatted to align strictly with standard EEOC Uniform Guidelines, it provides a job-related, non-discriminatory selection process that is fully legal for use in Canada.

Assesses: Ability to check accuracy
Skill Level: Entry-Level
Test Format: 30 Items, Multiple-choice
Language: English

Available in Paper and Online

Developed to measure the ability to make accurate readings of identification numbers, names, and tables.

Checking Accuracy Test Content Areas

• Matching product codes by sample codes
• Matching names from a list of names
• Using a data sheet
• Listing numbers in numerical order
• Listing names in alphabetical order

Please contact us for pricing and more information.  Sample questions are not available for this instrument.  Sample copies are available for purchase only.

We recommend that test validation be conducted for an organization that meets any of the following criteria:

• Is a highly visible national or international company
• Has more than 200 employees
• Has a labor agreement
• Has a federal contract
• Has ever had an EEO charge
• Needs professional assistance for setting cutting scores on tests

The Uniform Guidelines on Employee Selection Procedures (1978)1, developed by the EEOC, Civil Service Commission, Department of Labor and Department of Justice, are intended to establish a uniform Federal position in the area of prohibiting discrimination in employment practices. Regarding the use of tests and other selection procedures, the Guidelines state:

These guidelines apply to tests and other selection procedures which are used as a basis for any employment decision. Employment decisions include but are not limited to hiring, promotion, demotion, membership (for example, in a labor organization), referral, retention, and licensing and certification, to the extent that licensing and certification may be covered by Federal equal employment opportunity law. Other selection decisions, such as selection for training or transfer, may also be considered employment decisions if they lead to any of the decisions listed above. (Section 2B)

The Guidelines also state:

The use of any selection procedure which has an adverse impact on the hiring, promotion, or other employment or membership opportunities of members of any race, sex, or ethnic group will be considered to be discriminatory and inconsistent with these guidelines, unless the procedure has been validated in accordance with these guidelines. (Section 3A)

From the employer’s perspective, it is very useful to have a job-related test. When tests are job related, they have more credibility with the persons taking them, giving the test takers more confidence in their results and providing less likelihood of complaint or litigation. A validated test is usually the product of research by a psychologist. The resulting validation report is the documented evidence by a professional researcher of the validity of the selection procedure. In the event of complaint or litigation, the report would usually be entered into evidence. In addition, the author would provide testimony that the report reflects generally-accepted professional practice and is in conformance with the requirements of the Uniform Guidelines on Employee Selection Procedures.

1 Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, and Department of Justice. (1978, August). Uniform guidelines on employee selection procedures. Federal Register, 43, 38290-38315.

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