Our Perpetual Pursuit of Precision

• Validation

  SACS is one of the most predictive employee skill assessments available. That’s no accident.
  
  Each time a group of agents takes SACS, we compare their test results to their actual job performance data, making adjustments to SACS as necessary.
  
  This validation builds on SACS’ scientific foundation. We created SACS over a five-year period, comparing the test and job performance data of agents from a variety of job functions and industries.
  
  
  
  Learn more about SACS validation and view our technical reports.

• Industry Surveys

  If our validation studies enhance the accuracy of our current tests, our diligent research of call center market trends ensures we don’t leave anything out. We keep our finger on the pulse of today’s agents, their responsibilities and the challenges they face every day.
  
  A large part of our research includes surveys of call center managers and agents who perform numerous functions in diverse industries and settings.
  
  With these results, we gain a greater understanding of the managerial landscape and what it takes to excel in a call center. We transform this information into refined testing and profiles that help you make even more accurate hiring and development decisions.
  
  We invite you to participate in a survey and help us further sharpen SACS’ measurements.

Validation Studies

Select International is committed to ensuring that SACS provides the highest level of accuracy and predictive validity. To this end, we conduct empirical validation studies on an ongoing basis. These studies evaluate SACS’ performance and ensure it relates to important job performance outcomes (of all agent job functions) in the call center and help desk environments.

When SACS was developed, two different empirical validation studies were conducted to evaluate the performance of the system using a random sample of call center agents across different job functions and industry types.

After the initial analysis was completed, two additional studies further refined the product.

Select continues to conduct empirical studies for new and existing customers. To date, they have resulted in two SACS updates.

View an example of a typical validation study report.

How valid is SACS?

The scientific term used to determine whether employee skill assessments are valid is ‘validity co-efficient.’

View SACS’ validity co-efficient results.

If you have not studied validation you may be asking “so what is a good correlation?” Here is a fun way to get an idea of how SACS stacks up: comparative correlations.