Pre-Employment & Employment Testing

Chapter 11 Testing Pros & Con Pro – Helpful in assessing motivation and abilities Contrast between otherwise similar candidates Objectivity Cult of Impartiality

Chapter 11 Testing Pros & Con Con – Dependency Lack of certainty Don’t account for human complexity Test anxiety

Chapter 11 Legal Concerns Uniform Guidelines on Employee Selection – (41 CFR60-3) Apply to: Govt. Contractors, Agencies, Title VII Validity – test ability to measure what it is supposed to measure: Criterion validity Content validity Construct validity

Chapter 11 Legal Concerns Uniform Guidelines on Employee Selection – (41 CFR60-3) Adverse Impact: A substantially different rate of selection in employment decisions which works to the disadvantage of members of a protected class. 1.Calculate the rates of selection 2.Look for highest rate 3.Calculate impact ratios 4.Apply 4/5ths rule

Chapter 11 Legal Concerns Griggs v. Duke Power (401 US 424) – The Supreme Court ruled in 1971 that according to Title VII: Testing in and of itself is legal Arbitrary requirements are hard to defend What’s important is effect, NOT intent

Chapter 11 Types of Tests Achievement & Aptitude Tests – 1.Job Knowledge Tests 2.Work Samples 3.Intelligence Tests 4.Personality Tests

Chapter 11 Types of Tests Physical and Security-Related Tests – 1.Pre-employment Physical Exams 2.Physical Ability and Psychomotor Tests 3.Drug and Alcohol Tests 4.AIDS Testing 5.Genetic Testing 6.Polygraph Tests 7.Written Honesty Tests

Chapter 11 Guidelines When using testing for the purposes of pre-employment selection or post-employment evaluation for future employment decisions: Use validated tests Test only what you need Consider effect, not intent Be consistent When possible, keep scores confidential