An Emphasis on Statistical Soundness

Reliability and validity are the statistical criteria used to assess whether an assessment is a good measure. The reliability and validity of an employment assessment are critically important.

Birkman understands the impact our behavioral assessments have on people. We take the reliability and validity of our assessments extremely seriously and have done so since the founding of our company over 60 years ago.



An assessment is considered reliable when the results can be repeated. To be reliable, assessments must meet two requirements:

  • Internal consistency
  • Test-retest reliability

To demonstrate empirical evidence for reliability, we examine both the internal consistency and test-retest reliability statistics against the best practices defined by organizational psychology.



An assessment is considered valid when the assessment measures what it is stated to measure. To demonstrate empirical evidence of this for Birkman, we test for several types of validity:

  • Face validity
  • Content validity
  • Construct-convergent validity
  • Construct-divergent validity
  • Criterion-related validity

At Birkman, we are constantly innovating to provide deeper insights into personalities and express the information in an accessible, memorable format. Any reports or scales that we develop are tested rigorously across large sample populations to confirm their validity and reliability.


To learn more about the reliability, validity, and other psychometric properties of our behavioral assessments, please contact us.