The EEOC last month issued an extensive fact sheet that explains how federal anti-discrimination laws apply to pre-hire tests.
The nonbinding guidance focuses on the best—and legal—practices for cognitive tests, personality tests, medical exams, credit checks and criminal background tests. It also highlights recent EEOC lawsuits that serve as cautionary tales for employers.
According to the EEOC, employers ramped up pre-employment testing in the wake of Sept. 11 security concerns, increasingand theft. Also, the large-scale adoption of online job applications has motivated employers to seek efficient ways to screen large applicant pools in a nonsubjective way. As pre-hire testing has increased, so have the number of discrimination complaints surrounding them (see chart below).
To access the EEOC fact sheet, Employment Tests and Selection Procedures, go to www.eeoc.gov/policy/docs/factemployment_procedures.html.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- New law may help save money when settling lawsuits
- Don't consider pending lawsuits when making hiring decisions
- Outsourcing hiring doesn't save you from liability
- Supreme Court affirms that FLSA doesn't apply to all employees