Data for Decision Making

Every talent management decision regarding hiring, development and promotion should be based on quantifiable data to ensure consistent, unbiased and optimized results.
Founded by experienced I-O psychologists over 25 years ago, APTMetrics is a world leader in the design and administration of scientifically-sound and legally defensible assessments that accurately characterize participants and predict their potential for future success. Unlike “off-the-shelf” one-size-fits-all offerings that are frequently found to be of limited value, each instrument in our broad library of assessments has been designed to be quickly adapted and tailored to each client’s unique requirements while still being highly cost effective.

What are your needs?

APTMetrics utilizes a variety of different types of assessments to identify potential.

By incorporating insights derived from executive interviews or focus groups with client executives, APTMetrics Assessment Centers can include unique nuances to heighten realism and ensure contextual relevance while pinpointing those principles or competencies identified as most critical for success in senior leader roles.

To create a highly engaging experience, we also create custom simulations: After collecting and identifying critical experiences for senior leaders, in concert with a script writer, specific scenarios and challenges can be designed that would drive a potential simulation’s content narrative.

We leverage several tools that are typically associated with the film industry, including story arcs, beat sheets, character and scene breakdown, and other assets that help to ensure an optimal simulation experience.

The wide range of relevant and realistic stimuli challenges executives’ capabilities and ensures that the executives are stretched to their highest potential.

First, we would review the knowledge, skills, abilities, and other characteristics (KSAO’s) identified in job analyses and existing job descriptions if available.

We would then develop a competency model for each job family, prioritizing the most important KSAO’s.

Then, we will identify the KSAO’s that are required by new hires on the first day on the job vs. those that can be developed over time.

We are then able to design, validate, and implement a pre-employment screening assessment battery for each Job Family. These assessment batteries will include multiple item types (e.g., personality, biodata, situational judgment, and cognitive items) and will be administered within a single testing experience of less than thirty minutes.

The assessment can be administered un-proctored and would be appropriate for both internal and external job candidates. The APTMetrics assessment platform, SelectionMetrics, will easily connect with your ATS platform for a seamless candidate experience and ease of administration. In addition to data integration, SelectionMetrics graphically customizes to match your branding, look and feel.

McKinsey reports that while our country’s workforce continues to increase diversity representation at lower and mid-range levels, this does not tend to be the case at higher levels within the organization, where women and people of color are systematically screened out at senior leadership levels.

We can take inclusivity efforts to the next step by addressing bias through leadership assessments, measuring future capabilities and evaluating the organizational impact of a diverse workforce on bottom line outcomes.

The results of our assessment processes provide clear and objective evidence of each participant’s core strengths and developmental areas, as well as their leadership potential and trajectory, and can be used to inform several developmental activities and next steps.

Accordingly, outcomes and feedback options can also be tailored by career stage. For example, an APTMetrics-customized deep interview which provides senior leaders with the opportunity to describe past projects and situations will help you understand their experiences (and/or developmental needs) for operating effectively at the senior-most levels within the company.

The last place any employer wants to land is in court for issues related to discrimination, fair pay, employee testing or talent management practices. However, litigation is a business reality that, unfortunately, is here to stay.

APTMetrics is well versed in the risk of litigation and has expertise in mitigating the results of its fallout. We work with your counsel and your senior executives to proactively address areas of concern.

We can analyze your current situation through a talent process audit, devise appropriate remedies and implement solutions that will resolve your most complex areas of litigation exposure—prior to claims (especially class-action claims) coming to light.

The Library

Click an icon to get details

Cultural Dynamics
Data Interpretation
Executive Leadership
Growth Mindset
High Potential
Job Knowledge
Mechanical Comprehension
Physical Ability
Quantitative Reasoning
Situational Judgment
Work Sample

Characteristics of an APTMetrics Assessment



Score Stability


Job Relevancy

Performance Predictability


Administration Standardization

Scoring Objectivity


Gains realized from good hiring decisions

Reliability and Validity

Validity is a gauge of how well the assessment measures what it is supposed to measure.
  • Validity is the most fundamental consideration in developing and evaluating tests
  • It is the interpretation of test scores that is evaluated for validity, not the tests themselves
Reliability is a gauge of how consistent the results are.
A test showing high validity must also be reliable.
  • The opposite is not necessarily true
  • A reliable measure is not necessarily valid
Reliability is a necessary but not sufficient condition for validity.
  • It sets the ceiling on validity

Reliability Factors

Test Content


KSAO measured

Temporal stability


Response format

Test administration

Environmental conditions

Test mode (e.g., computer vs. paper & pencil)

Test administrator









Level of attention