Everything You Ever Wanted to Know About Employment Testing (But Didn’t Know Where to Ask)
March 21, 2006Many people question the value of, and issues related to, employment testing in the workplace.
At this blawg, we have often covered employment testing, from a variety of perspectives.
We have also looked at case law regarding employment testing.
I recently found a website, created by a trade association for test publishers (i.e., the Association of Test Publishers) , that contains some interesting information that may be of value to you.
Specifically, that site has a list of FAQs on testing in general, and employment testing in specific, that may be useful to companies considering employment testing, as well as companies that are currently using them.
Some of the FAQs include:
- Is it legal to use tests in hiring?
- Why do companies rely on tests?
- Do tests invade personal privacy?
- Do tests prevent qualified people from hire or promotion?
- Should test results be the only basis for hire or promotion?
- What about testing for the disabled?
A partial listing of some of the answers to some of the above questions is provided below:
Do tests invade personal privacy? According to this trade association:
It is possible that a misuse of a test could result in an invasion of privacy…. But well-designed tests that are used for their intended purposes do not ask questions that invade a person’s privacy.
(The answer goes on to compare this to an interview situation, which could also invade one’s personal privacy).
Do tests prevent qualified people from hire or promotion? According to this trade association:
Sometimes there will be more qualified people applying for a position than can be hired. A properly chosen test has an important place in selecting the candidate with the best fit to the position…
(The answer doesn’t really get to the point, namely, that no test is perfect and that a test can make mistakes; but so can the interview!).
Should test results be the only basis for hire or promotion?
Even a battery of tests should not be the sole deciding factor in hiring or promotion. Properly used, tests are only one part of a process that includes other steps such as application forms, personal interviews, supervisor ratings, and background checks.
(I agree with the answer, but the truth is that many companies use tests as a hurdle, in which one must pass in order to continue to the next stage. Again, however, interviews are usually used the same way, and there is no such thing as a perfect interview).
To get the full answer to these and other questions about testing, go here.
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