Overt vs Covert Testing: Which Assessment Approach Works?

There are two fundamental approaches to pre-hire assessment: covert testing and overt testing. Understanding the difference matters because the wrong approach gives you data that looks useful but doesn't actually predict job performance.

Covert tests try to measure traits indirectly. They ask questions designed to assess personality, integrity, or cognitive ability without the candidate knowing exactly what's being measured. The problem: covert tests are relatively easy to fake. Candidates figure out the "right" answers and game the system. Research shows that faking on covert assessments is widespread and significantly reduces their predictive validity.

Overt tests are direct. They tell the candidate exactly what's being measured and ask straightforward questions. The American Psychological Association considers overt testing the most powerful method for identifying high-risk, counterproductive behaviors. Because the questions are transparent, the response patterns that indicate risk are much harder to fake. Candidates who try to manipulate overt tests are identified by built-in validity scales.

VantagePoint uses overt testing in our candidate assessment programs. About 25% of candidates tested don't qualify. That's a significant number of potential bad hires identified before they cost your organization time and money. Our tools have over 30 years of independent validation and meet EEOC, APA, and Federal Uniform Guidelines. Call 402.391.2128 to see how overt testing works in practice.