When hiring, employers must make sure that the application and assessment process meets defensible standards. With the excessive use (and often misuse) of internet- based “quick, easy and free” personality tests offered as hiring tools, violations of rules set forth by the Department of Labor are becoming more frequent. Though the Department of Labor document citing the guidelines is considered unexciting and often tedious reading, it should be considered required reading for any employer or manager in charge of hiring or promotion decisions. Adhering to the guidelines as best as possible could keep employers out of harm’s way when it comes to legal battles.
The Department of Labor offers 13 different guidelines that employers should follow when deciding on an “assessment initiative”. They are as follows:
1. Use assessments and assessment tools in the manner in which they are indicated or advised (follow the directions!). When employers misuse an assessment tool or program, they could potentially face legal issues in the future.
2. Use the “whole- person approach” when testing. Remember, no test is perfect! Use an assessment test, or maybe even a combination of tests, that will give you as much information as possible about behaviors most important to your business.
3. Use tests that are unbiased and fair to all groups. Even tests that inadvertently discriminate may keep employers from gaining a qualified and diverse work group and may kindle, you guessed it, more legal battles.
4. Use tests that are reliable. Make sure that the questions offered on the test are not tricky and that they seek specific responses.
5. Make sure that the assessments being used are valid for the specific purpose intended. This may be considered one of the most important criterions in the selection process. Validity is simply the specific assessment’s ability to measure the target characteristic at a level that can be useful to the employer.
6. Assessment tests must be appropriate and applicable for the target population of desired employees (a.k.a., tests must be specific to your trade). For example, you would never give a person applying for a job at a burger joint an assessment designed specifically to assess dental hygienists.
7. Instructions and all other documentation must be completely comprehensive and easy for applicants to understand.
8. If the assessment test requires proctoring and/or administering, make sure that the people performing these actions are properly trained and qualified to do so. Some instruments require an extensive certification process to administer, proctor, and score tests.
9. Provide consistent standard and uniform testing conditions in order to obtain more consistent results. The key is keeping test takers from being distracted to assure the integrity of the test results.
10. Provide reasonable accommodations for people with disabilities. Remember: no group should ever be disadvantaged by the test or the conditions under which the test is taken.
11. Strong test security is important if the test results are going to be useful. Tests and their scoring should never be assessable to the general public.
12. Test results must be maintained in a confidential manner. Most effective are tests taken over the internet requiring a username and password.
13. Accurate interpretation of results is tremendously necessary. Nothing is worse than bad interpretation of good data. Don’t let that happen to you!
Though these guidelines might sound dull and restricting, the Department of Labor does support the use sound testing and assessment strategy, and actually acknowledges the difficulty employers now have of “attracting, developing and retaining the best employees.” They go on to say that a well built and solid assessment strategy can “maximize chances for getting the right fit between jobs and employees.” (DOL publication, “Testing and Assessment: An Employers Guide to Good Practices”)
To try one for free email me and I will send you a link; email@example.com. In the subject put assessment test.
November 24, 2015 //
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