Like many other trends that have become the norm in the hiring process, tapping into the vast array of pre-employment testing isn’t anything new. After all, finding a test that can narrow the field of successful candidates helps streamline the selection process and possibly reduces the odds of future turnover. Therefore the dilemma, it would seem, is not whether to use pre-employment testing, but deciding which one. Unfortunately, it may not be that simple. The world of pre-employment testing can hold some hidden risks so before you invest, it’s critical to weigh the risks against the benefits.
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[contact-form-7]Pre-employment tests generally fall into three categories. One which focuses on predicting future behavior, one that assesses measurable skills, and a third which identifies potential conflicts or concerns such as background, drug tests, or physical stamina. Although each of these categories may sound innocuous, if administered inappropriately, interpreted incorrectly or lack specific written permission, they can put your organization at risk for fines and or lawsuits. Regardless of which type of testing you use, it is essential that you do your homework in order to limit liability.
Before you test
First, make sure that the tests you are using are relevant to the work performed. If your testing does not clearly link to work performed within the role, it may not be worth the risk. In addition, federal and state laws may restrict the use of certain tests to specific industries or work environments. For example, the federal Employee Polygraph Protection Act restricts the use of polygraph tests so extensively that few employers would qualify. So although you may believe truthfulness is essential to the role, use of such testing should be extensively researched.
Second, make sure that all test results are evaluated by professionals properly trained to correctly interpret the results. Those tests which attempt to assess aptitude, personalities, or psychological tendencies pose substantial risk since many questions may inadvertently cross into protected categories or discriminate against an entire class of applicants. Although these tests are frequently administered and widely embraced; the application of such evaluations are still subject to bias and should be used with caution.
Third, ensure that during the administration of the tests you do not pose an unnecessary hardship or unintentionally violate ADA requirements for reasonable accommodations. Although the rule of “undue burden” applies, if the test unnecessarily poses a problem for individuals whose disability does not conflict with the performance of the job, you may be in violation even during the individual’s candidacy.
Pre-employment testing can be an excellent tool for determining which candidate may be well suited for the role provided they are used properly, administered fairly, and interpreted correctly. Before you choose to implement any tests in-house, it may be wise to consider outsourcing through a professional agency. For answers to questions regarding what testing may be right for your organization, contact one of our experts at HR Affiliates.
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