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Published byKatherine Small Modified over 9 years ago
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Pre-Employment & Employment Testing
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Chapter 11 Testing Pros & Con Pro – Helpful in assessing motivation and abilities Contrast between otherwise similar candidates Objectivity Cult of Impartiality
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Chapter 11 Testing Pros & Con Con – Dependency Lack of certainty Don’t account for human complexity Test anxiety
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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
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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
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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
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Chapter 11 Types of Tests Achievement & Aptitude Tests – 1.Job Knowledge Tests 2.Work Samples 3.Intelligence Tests 4.Personality Tests
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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
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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
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