Pre Employment Assessment Test Eeoc Guidelines Employment tests and selection procedures. employers often use tests and other selection procedures to screen applicants for hire and employees for promotion. there are many different types of tests and selection procedures, including cognitive tests, personality tests, medical examinations, credit checks, and criminal background checks. The eeoc authorizes pre employment tests that cover a wide range of skills. employers can administer cognitive tests that assess memory, perceptual speed, reasoning, and reading comprehension. in addition, the eeoc permits the use of physical ability tests that gauge a candidate’s aptitude for performing job related tasks.
Pre Employment Assessment Test Eeoc Guidelines The eeoc has two very important pieces of legislation that pertain to pre employment tests. the first is the uniform guidelines on employee selection procedures, which was established in the 1970s. the second is the revised enforcement guidance on the use of acceptable employment screening tools, which was established in 1999. The eeoc’s guidelines related to the use of pre employment tests are the same as their rules for any selection procedures: in order to be considered legally defensible, the tests must demonstrate “job relatedness” by measuring competencies directly associated with performance in the job the candidate is applying for. The eeoc has observed an increase in employment testing due in part to post 9 11 security concerns and issues related to workplace violence, safety, and liability. in addition, the large scale adoption of online job applications has motivated employers to seek efficient ways to screen big applicant pools in a non subjective way. Pre employment inquiries and medical questions & examinations pre employment inquiries and medical questions & examinations the ada places restrictions on employers when it comes to asking job applicants to answer medical questions, take a medical exam, or identify a disability.
Pre Employment Assessment Test Eeoc Guidelines The eeoc has observed an increase in employment testing due in part to post 9 11 security concerns and issues related to workplace violence, safety, and liability. in addition, the large scale adoption of online job applications has motivated employers to seek efficient ways to screen big applicant pools in a non subjective way. Pre employment inquiries and medical questions & examinations pre employment inquiries and medical questions & examinations the ada places restrictions on employers when it comes to asking job applicants to answer medical questions, take a medical exam, or identify a disability. Done correctly, pre employment screening should allow you to filter out all but the strongest candidates to make the hiring decision clearer. these principles will get you there: know what you’re looking for. (hiring criteria should align with the job and your organizational culture.) use objective screening methods. The eeoc issued a comprehensive factsheet in 2007 on guidelines for employers while implementing the pre employment assessment test. we’ve listed down the best practices highlighted by eeoc. firstly, employers should administer tests without considering the applicant’s race, gender, nationality, religion, age (40 or older), or disability.
Comments are closed.