Simulations and work samples have the highest validity and lowest adverse impact risk in predicting job performance. Cognitive ability tests have high validity but a high risk of adverse impact. Job knowledge tests, integrity/honesty tests, biodata tests, and conscientiousness/personality tests have moderate validity and varying levels of adverse impact risk. The data is from the U.S. Office of Personnel Management on different types of employment assessment methods.

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Comparison of Employment Tests
The following table is based on data from the U.S. Office of Personnel Management, comparing various
types of assessment methods.
Type of Employment Test Validity
Face
Validity
Adverse
Impact
Simulations / work samples
High
.54
High Low Risk
Cognitive ability tests
High
.51
Moderate High Risk
Job knowledge tests
High
.48
High High Risk
Integrity/honesty tests
Moderate
.41
Moderate Low Risk
Biodata tests
Moderate
.35
Moderate
Moderate
Risk
Conscientiousness / Personality tests
Moderate
.31
Moderate Low Risk
Data from the U.S. Office of Personnel Management, Assessment Decision Guide.
https://www.opm.gov/policy‐data‐oversight/assessment‐and‐selection/reference‐materials/assessmentdecisionguide.pdf
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