Many organizations use pre-employment tests to screen applicants. Tests that assess ability, personality and medical conditions can lower the incidence of theft and work-related accidents and reduce the likelihood of negligent-hiring suits. They also may reveal certain job-related skills or abilities that you couldn’t glean from an application or interview.
But pre-employment testing carries risks: Unless you can demonstrate that you’re measuring job-related qualities and the tests fulfill a business necessity, you could be exposing your organization to charges of discrimination.
Follow the advice offered in the federal government’s Uniform Guidelines on Employee Selection Procedures (29 C.F.R. §§1607.1 et. seq.), issued in 1978 and available online at www.uniformguidelines.com. These nonbinding guidelines set standards for employment test design, validation, security and utility. The guidelines suggest that employers track...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Separate the decision-Maker from the investigation
- Adopt an anti-harassment policy and plan—before workplace malice gets out of hand
- Remember: Discord isn't always retaliation
- Document why termination was justified when employee can't handle promotion duties