The Similarity Index™ is one of the key features of our assessment reports. It reflects a candidate’s overall match to the Peak Performer Profile™ to which s/he is being compared. This is a very powerful statistic that reduces much data to a single value, thereby increasing the readability and usability of our reports. We wanted to take the opportunity of this newsletter to review some of the basic concepts involved in the Similarity Index and to inform you of future changes.

A more detailed discussion of the Similarity Index is available on our website. Click here for more information.

To calculate the Similarity Index, we take a candidate's 16 trait scores and compare them to the 16 trait scores of the target Profile. In essence, we start with a value of 100, and then, for each of the 16 traits, compare the candidate's score to the target score, and subtract points from 100 to reflect any discrepancy. How much is subtracted from 100 depends on how different the candidate's score is from the mean of the target group. And, very importantly, more emphasis is given to those traits that were found to be most relevant for the profile group. In providing guidance for the interpretation of a Similarity Index, we suggest that numbers in the 80’s and 90's tend to be very good matches, candidates with scores in the 70's warrant some caution, and scores below 70 are more likely to be poor matches.

Based upon consistent feedback from clients, we will be “fine-tuning” the formula for calculation of the Similarity Index to more heavily incorporate the results of the Peak Performer Profile. Specifically, we will be giving more weight to the identified “key traits” in the Profile. The result will be greater differentiation among middle- and lower-matched candidates. In other words, more candidates that might have scored in the low 80’s will now fall into the 70’s.

This change in formula will be implemented on June 1, 2002. The general interpretation guidelines that you have been using remain unchanged. You will not see any meaningful differences in scores of top candidates (those in the 90’s). In general, we think that you will be pleased with the increased level of discrimination among middle and low-match candidates.

The Similarity Index(s) for assessments completed prior to June 1 are unaffected by this change. This will only affect assessments scored on or after June 1, 2002. If you would like for assessments completed prior to June 1, 2002 to be re-scored based on the new Similarity Index calculation, please let us know.

As always, we value your feedback on this and all other issues. Please continue to let us know your suggestions and thoughts.

Upcoming Events

The Computer Psychologist will be exhibiting at the SHRM Annual Conference & Exposition June 23-26 in Philadelphia, PA.
If you are interested in attending, please contact Client Services at 770.455.4510 or ClientServices@ComputerPsychologist.com and we will send you a complimentary exhibit hall pass!