Are you considering using personality or other screening tests to decide which job applicants to hire? If so, make sure you fully understand what you are doing and how those tests work.
There are plenty of companies eager to sell you tests and assessments that they say will take some of the work out of the screening processes.
But if those tests aren’t valid and end up screening out members of a protected class (such as applicants with disabilities), you may be buying more than a test. You may be buying a lawsuit, too.
Note: If your applicant screening tests appear to have the effect of eliminating disabled applicants from consideration, expect the EEOC to get involved in the lawsuit. The commission is stepping up efforts to end such practices.
Recent case: Vicky Sandy is hearing- and speech-impaired. She applied for various open positions at a Kroger grocery store, including cashier, bagger and stocker. She didn’t get any o...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- 14 Tips on Business Etiquette
- During the hiring process, when is it OK to ask about disabilities?
- MBA or MSHRM? Five questions to help you decide
- Pursue the job, then decide
- The New Kryptonite to Age-Discrimination Lawsuits