To preorder Outern, simply put $500 down on your first tryout. This money will go towards your first project that you do on Outern, so the preorder is not an additional fee. There's no risk; we'll offer you a full refund for any reason up until you create your first tryout.
Outern generally takes a 20% fee from what you choose to pay the student you work with. If you preorder, that fee becomes 10% for life! Should we ever change our pricing model, preorders will still get 50% off the cost of use. No exceptions!
Nope. Students are considered contractors with Outern, so you simply pay us a consulting fee and we'll take care of the rest. We even help students pay their taxes!
Very! In regards to financial information, all payments and payouts to students are handled by Stripe, the world's leading payment platform. Stripe ensures that all of your confidential information is heavily encrypted on the move and at rest. All communications between companies and students are GDPR compliant as well.
Outern partners with an outside firm that specializes in providing extremely effective skills testing. Here's more on the validity of the tests:
There are many types of validity, and it’s rare that most skill tests on the market will satisfy every type. Looking specifically at tests for finding job fit, there are a few different types of validity that are particularly relevant, not just to ensure that the hire is a good one, but to ensure compliance with EEOC regulations.
The most basic form of validity, and sometimes the only one that can be obtained when a test is first created. Face validity essentially asks whether the test looks like it’s assessing what it claims to measure.
One example is testing someone’s arithmetic skills. A set of math problems would have more face validity in this instance than, say, a word problem because a word problem is assessing both arithmetic skills and comprehension.
For skill tests used in recruitment, the question of validity should be most focussed on this kind of validity. Content validity asks whether the test covers the full range of the construct that it’s supposed to measure.
This means that in any assessment, the group of questions being asked needs to cover a wide enough range of skills, so that the person evaluating can be sure that the results show the candidate is capable of doing the tasks required on the job.
When people ask if a test is “validated” or has “psychometric validity,” this is the kind of validity that they’re usually talking about. Construct validity asks whether the test actually measures the theory-based construct that it claims to measure.
So, if you’re testing for general cognitive ability or personality, construct validity is absolutely essential, because they are indirectly related to whether someone can perform the job.
But when it comes to testing skills that used directly on the job, face and construct validity are far more important.
This kind of validity is about whether or not the assessment predicts performance in other situations. So, if someone scores highly on the test, does that mean they’ll perform well on the job?
There’s a big difference between tasks that are assessed without context, and tests reflect the day-to-day skills and tasks someone would need to have to perform the role.
In all cases where assessments are used, and in every step of the recruitment process, it’s essential that employers track and remain aware of diferences in performance that are biased toward particular demographic factors.
Outern takes great pride in providing the best possible opportunities for students. Part of doing so requires us to verify that each company user is an authorized representative of the company they claim to be associated with. Verification usually takes us under 24 hours, but don't worry-- we do it solely to protect our students and companies' brand images!