Employers can certainly use pre-employment tests to reduce the likely hood of being sued for disparity or biases during the recruitment process by following these simple guidelines.
2. On one hand, it is crucial for employers to find the right
employee from a glut of resumes, whereas, on the other hand,
equally crucial is the need to utilize equitable and legally compliant
employee selection and promotion practices.
A lot is talked about the legal perils associated with the hiring
process.
Since any kind of discrimination on the basis of race or gender,
age, national origin, religion etc might lead to serious legal
repercussions, employers must remain careful at every step of the
recruitment process.
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3. So here the question arises how to increase legal defensibility in
the employee selection process?
One of the feasible steps towards minimizing disparity and
increasing legal defensibility in the selection process is through
pre-employment skill testing.
Strangely there is a persistent fear that the use of pre-
employment testing in the hiring process would increase the
company’s legal exposure or somehow induce legal risks
Whereas opposite could be made true by following certain
guidelines of pre-employment testing.
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4. Employers can certainly use pre-employment testing to reduce the
likely hood of being sued for disparity or biases during the
recruitment process by following simple guidelines:
1. Objectivity: The hiring tests adds objectivity to the selection
process as compared to the other methods such as Interviews that
are subjective in nature and are more likely to be subjected to biases
2. Validation: Validated Pre-employment tests avoid any type of
age, gender, cultural biases and are the best method to screen
candidates with equality.
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5. 3. Job-Relatedness: As per EEOC guidelines the pre-employment
tests must measure job-related skills & abilities and should be
consistent with business necessity.
This can be achieved through careful job requirement analysis, and
choosing only those skill tests that measure the capabilities required
for the particular job.
4. Same Federal laws for all selection methodologies: It’s
important to know that as per the EEOC guidelines same set of the
federal anti-discrimination laws applies to pre-employment tests as
well as any other selection procedures (such as interviews, reference
checks etc) to screen applicants for hire or employee promotion.
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6. www.interviewmocha.com
This leads us to the conclusion that companies can surely
introduce an element of objectivity, equitability and thus legal
defensibility to the hiring process by proper use of Pre-
employment skill testing.
You can get in touch to know more about pre-employment skill
testing at - support@interviewmocha.com
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