...When conducting prescreening testing, it is important to be cognizant of the validity, reliability and implementation of the testing. Employers must also be mindful of Equal Employment Opportunity laws, such as Title VII, and ensure they are being examined and followed throughout the prescreening process in effort to avoid being contested in court (Quast, 2011). Employers must avoid personal questions that are not related to job performance. It is important to understand that these tests are not 100 percent accurate, and therefore not to be relied on solely in candidate selection (Quast, 2011). Though there are many different prescreening tests that can be, and are used today, a few include cognitive tests, personality tests, job knowledge, polygraph tests, interviews, drug screening, credit checks, and criminal background checks. Cognitive testing uses questions to test the applicant’s comprehension and problems solving skills, especially with multifaceted tasks. This type of testing can be helpful to test an applicant’s ability to problem solve when related to job complication. The validity and reliability of cognitive ability tests is high because they can be used as an indicator of the employee’s upcoming successes (OPM.gov, Cognitive Ability Tests). Job knowledge testing is similar to a written exam in that applicants are tested on their knowledge related to the job they are interviewing for. Unlike cognitive testing, job knowledge testing only tests on current knowledge...
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...WHAT ARE ETHICAL AND LEGAL CONSIDERATIONS IN PRE-EMPLOYMENT TESTING? WHAT ARE ETHICAL AND LEGAL CONSIDERATIONS IN PRE-EMPLOYMENT TESTING? There are many ethical and legal considerations to take into account when employers conduct pre-employment testing. Prior to implementing a testing program, employers would be wise to seek legal advice to confirm that the testing will not violate any employment or EEOC laws. It is important that tests be reviewed by professionals for reliability and validity to ensure that the characteristics and skills being tested are relative to the job’s essential functions and to be sure that the test is not conducive to bias and/or creating an adverse impact on any class of applicant. Any applicant taking a pre-employment test has the right to privacy and feedback under the American Psychological Association’s (APA) standard for educational and psychological testing. This particular list of rights is not legally enforceable, but the items on the list are ethical considerations of which employers who wish to be viewed as reputable and credible should be aware. These ethical considerations from the APA state that applicants who take pre-employment tests should be able to expect the following rights: * The right to the confidentiality of test results. * The right to informed consent regarding use of these results. * The right to expect that only people qualified to interpret the scores will have access to them, or that sufficient...
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...PRE-EMPLOYMENT SELECTION TESTING With globalization, the market has become increasingly demanding and competitive. There is a demand for a range of goods and services, and to survive in this competitive environment, organizations need to align their strategic intent in line with the market requirements. The strategic intent thus shapes the mission statement of the organization, the structure of the organization and the values it follows. The organization then sets its performance goals according to its strategic intent. To achieve these performance goals it has become imperative for organizations to have competent people. Pre-employment selection tests help organizations identify and develop these competent people and play a major role in the today’s hiring process. These tests consist of one or multiple series of tests used to collect information from candidates for the purpose of aiding in hiring decisions and career development. They are also designed to measure how well the candidates communicate, solve problems, handle change, deal with stress, and manage subordinates, in addition to determining whether they have the specific skills and abilities required to perform the job. Employees affect an organization’s performance and profitability, and hiring qualified people costs the company time and money. Although the process of designing and developing job specific tests can sometimes be costly, selection tests can be quite cost effective in the long run as they...
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...decades to be developed in research. According to Schmidt and Hunter (1977), this research development introduced validity generalization, an application of meta-analysis that is used for employment tests to provide validity to the data. Through this development, qualitatively gathering results from large numbers has provided by small scale studies results in a quasi-massive multipurpose scale study (Brannick & Levine, 2002). Through the meta-analysis, it aids the way that generalization validity studies of employee selection are conducted. This knowledge is relevant as because of the introduction of this occurrence, it has provided researchers with the weight of being able to connect in consider the effects of artifacts such as range restriction, measurement error, and sampling error (Brannick & Levine, 2002). This process therefore has revolutionized employment selection and testing for an organization. The proposal lists valid as well as reliable test tools that are suggested by Iwamoto Crews Coe in order be used during the employee selection process for the available positions that are needed to be filled by Gilliland-Moore Wines. Varied Selection Tools There are a variety of important considerations that need to be associated with both implementation and design of a pre-employment selection tool in system (Aguinis, Pierce, & Culpepper, 2009). There are two practices which have been acknowledged to be the...
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...Week 3 Assignment 2 Personality & Attitudes 1. What did you think of the profile assessment? How did you feel while taking it? I took it imagining I was a job candidate I felt nervous about it as do all job candidates. I also felt confident as I would have been shocked if I somehow “failed” the personality profile or assessment. One misconception we see in the general public is the use of the word “test” when they refer to profile assessments. A test you can pass or fail or fall somewhere in between, but what profile assessments measures are behavioral styles. You are a measure of the behaviors you use and adapt to. The only way to fail a profile assessment is to lie on it. There is a tremendous amount of value that can be learned about you from these tools. Chances are your assessor wants to use profile assessments to see how you would fit with different team members, whether you’d be happy doing the type of work required, or how they may work best with you. You can only fail an assessment designed to pick up on your behavior styles if you tell it you behave in ways you don’t typically behave. 2. Would you use this or another profile to hire/promote within your organization? If so, why and how? If not, why not? Profile assessments were developed during World War II, when there was a desperate need to find people capable of certain types of leadership. Companies then began adopting this process for recruitment. Their popularity increased, and now there's...
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...Pre Employment Drug Testing FAQ Pre employment drug testing is becoming a more and more common hiring requirement. It is estimated that 98 percent of Fortune 200 companies have implemented some form of employee drug testing during their recruitment process. It is important to be prepared for these drug tests by knowing what to expect. Recruiters suggest that about 60 percent of all new hires are required to take a drug test today. We answer your questions about drug testing for employment purposes. Do you know what the pre-employment drug testing process involves? You can find out in detail at employment drug screening Is employment drug testing legal? Most employers have fairly wide latitude when it comes to pre employment drug tests and the current emphasis on drug free workplaces encourages this. Each state has its own laws governing employment drug testing which employers should follow. Generally these allow for drug testing of job applicants provided the applicants know that the testing is part of the hiring process for all employees. Some states require a formal conditional offer of employment be given to the applicant before testing can take place. Often notification of pre employment drug testing is given on the application form which the candidate signs. Sometimes separate specific notification is given at the first interview. What about the job applicant's rights to privacy? The US Supreme Court has held that both blood and urine collection are minimally...
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...Pre-employment tests are used to screen job applicants and can include testing of cognitive abilities, knowledge, work skills, physical and motor abilities, personality, emotional intelligence, language proficiency, and even integrity. Drug testing can also be utilized as part of the pre-employment process. Companies use testing to find the candidates most likely to succeed in the open positions and to screen out those who are unqualified. Why are they used? By helping companies identify the candidates most likely to perform well on the job, pre-employment testing can lead to additional company benefits, such as saving time and cost in the selection process, decreasing turnover, and even improving morale. According to a survey by the American Management Association, “Almost 90 percent of firms that test job applicants say they will not hire job seekers when pre-employment testing finds them to be deficient in basic skills” (Greenberg, 1996, p. 24). What are the key issues in using pre-employment tests? While there can be dramatic benefits gained from using testing in the employee selection process, there are potential issues companies need to understand prior to implementing any tests. The first issue is validity; whether or not the test measures the specific criterion it is supposed to measure and can predict future job performance or success. An employer should be able to demonstrate that those who do well on the test do well in performing the job and those who score...
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...Testing OMM 618 Human Resources Management Instructor: Maja Zelihic Laura Thomas, Student November 18, 2013 Employee testing is extremely vital for companies to make certain that the best experienced employees are the ones that are receiving the jobs that have been applied for. Human Resources Departments from companies around the world require making sure the most excellent candidates are appointed in order for the company to maintain to run effortlessly, and not cost the company funds that was used up on the employees who did not remain on the job. Throughout the content of this paper, employee testing will be discusses and what the role of testing is in determining who the precise individual will be for the job opening. There are many reason testing is an important for employment. Testing directs to reduction in the decision-making method. Employment test can be a price useful way to trim down the candidate group. Tests can create the decision method well-organized because fewer times is spent with individuals who characteristics, ability, and aptitude do not equal what is desired. The cost of building the incorrect result is valuable. (Bateson, Wirtz, Burke, & Vaughn, (2013). Organizations a lot of times use test and other procedures to monitor applicants for hire. There are several different types of tests and selection procedures, including cognitive test, personality test, achievement, drug/alcohol, credit check, and criminal background checks. According...
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...EMPLOYERS AND EMPLOYEE RIGHTS ON DRUG TESTING IN THE WORK PLACE: Employer and employee have different rights and responsibilities in the organization. The right are provided for the productivity of the organization. Drug and Alcohol Testing: The use of drugs such as cocaine and alcohol has received widespread attention in recent years and many private employers now routinely test for drugs and alcohol use. However, the laws regulating drug testing are relatively new. The courts are still shaping them. At present, the Americans with Disabilities Act, some state laws, and court decisions affect an employer’s ability to use drug testing during the pre-employment period. Generally, the law allows employers to require prospective employees to take drug tests if * The candidate knows that such testing is part of the screening process for prospective employees, * The employer has already offered the candidate the job, * All applicants for the same or similar positions are tested similarly, and * A state-certified laboratory administers the test. Employers can avoid some potential problems by including an agreement to submit to such tests on their application form. Several federal laws and regulations require certain employers to conduct pre-employment drug and alcohol tests. Other issues that employers should consider when deciding whether to use drug and alcohol tests as screening devices are: The duty to provide a safe workplace: State...
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...Pre-Employment Skills Testing and the Law Karen VanKampen April 2009 Table of Contents |Introduction…………………………………………………………………………………. | | |The Laws That Apply to Pre-Employment Skills Testing………………………………….. | | |The Benefits in Pre-Employment Skills Testing……………………………………………. | | |The Controversy / Risk in Pre-Employment Skills Testing………………………………… | | |Cases / Examples…………………………………………………………………………… | | |Recommendations………………………………………………………………………….. | | |Bibliography……………………………………………………………………………….. | | Introduction When seeking the best candidates for open job positions, employers (private and public sector) use a variety of legal means to screen and select viable candidates. Many employers use tests to identify the most suitable candidate to perform the job. The types of tests used by employers may include skills tests, psychological tests, strength tests, medical tests, personality...
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...require more than just filling out and employment application these days. Many employers require the applicant to take a pre-employment drug test and to pass it before they consider offering the person a job. Drug testing does not stop there. Employers can set forth other testing for a variety of reasons such as, random testing, reasonable cause, post-accident, and treatment follow-up, to name a few. An employer needs to be able to offer employees a safe workplace with as little risk as possible. In 1991, “The National Institute on Drug Abuse reported that 68% of illicit drug users were employed” (2008, para. 2). This paper will focus on screening techniques, testing programs, and workplace prevention and education. Drug Screening Tests No test method is 100% accurate. The employer must find a reliable laboratory for testing, which meets all federal and state guidelines. Costs can vary depending on the type of testing method used. Obtaining a specimen requires a trained professional and should protect the person’s right to confidentiality and privacy. Urine Test This is also known as a urinalysis and requires the person to submit a urine specimen. “A test card can give immediate results or the specimen is sent out to a lab to undergo gas chromatography/mass spectrometry (GCMS)” (About Drug Testing, n.d. para. 12). In the United States, many people try to alter the results by using a substitution or by adulteration (About Drug Testing, n.d.) The internet has help individuals...
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...provides the “rights of people to be secure in their persons, their houses, families, papers, and effects against unreasonable searches and seizures by the federal government.” Courts have used this to imply a right to privacy. However, this privacy provision applies to government searches and is not applicable to private sector employees. According to Jacobsen, J.D, there are no explicit federal "privacy rights" beyond "reproduction, contraception, abortion, marriage and childrearing", and so the notion of a constitutional right to privacy has little bearing on employment law. b. What privacy rights are afforded to public and private sector employees? The restrictions on employer inquiries of applicants at hiring are based mainly on prohibitions against discrimination, rather than on privacy rights. Pre-employment privacy rights for both public and private sector employees are very limited beyond this. Post-employment privacy rights are also often the ancillary effect of discrimination laws. For example, the Americans with the Disabilities Act of 1990 (ADA) specifically prohibits the disclosure of medical information relating to disabled. In the public sector, two factors govern the permissible extent of intrusion into an individual's affairs, that is, the relation of the subject's job to the line of inquiry, and secondly, the subject's consent. It follows that public sector employees having more sensitive or responsible positions will have proportionately less protection of...
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...Case Study Analysis Lisa Tavarez COMM/215 March 17th, 2013 Mrs. Mary Cagney-Carrington Case Study Analysis Introduction Carl Robins, the new campus recruiter for ABC, Inc., has successfully recruited several new employees for the company despite being recently employed himself with ABC, Inc. He has employed 15 new trainees to work under the Operations Supervisor, Monica Carrolls. Carl is inexperienced and does not realize what his responsibilities fully entail, nor does he realize how to utilize effective management skills. Carl is about to endure a professional nightmare as the target date for orientation approaches, and he is regretfully unaware of certain areas of non-compliance in the applications process, transcripts and mandatory drug screenings required of all new employees. While going through his files, Carl becomes painfully aware of the above and panics. What is he going to do? Will Carl be able to rise to the occasion and deliver what is expected of him, as per the demands of his position, and as outlined in his job description, or will Carl stand to lose his newly acquired position due to his lack of initiative and inexperience. Carl has been newly employed at ABC, Inc., for a period of six months. This is Carl’s first position as a recruiting officer. The role of a Recruitment Officer is to develop and manage the implementation of a recruiting strategy that fulfills all current and future staffing needs of an organization...
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...also doing what they can to prevent any loss of business as a cause. One of the examples that this paper will talk about is the issue of drug testing. Drug testing is a sensitive issue as there are many different viewpoints regarding this issue. Drug testing also known as drug screening was used increasingly in the 1990’s to test for the presence of illegal narcotics in the blood or urine of the employees. An employee abusing illegal narcotics may be impaired and thus at a greater risk of injury or illness on the job (Kesselring & Pittman, 2002). A previous company I used to work for had many issues regarding drug testing and it sometimes came back to hurt them. Drug testing has become an issue of outstanding social concern across the country and has been used by many employers (Wall, 1992). This paper will explain the issue that drug testing causes as well as some of the ethical concerns raised by the situation. This paper will also explain the laws that effect drug testing as well as recommendations to reduce liability exposure and improve the ethical climate of the situation Description of Business that presents a legal and ethical issue Drug testing was a big concern of a company I used to work for in San Diego. Sterling Security was a company that was bought out in 2004 due to some rising issues within the organization. Drug testing had become an issue because there were many times where employees were involved in auto accidents and incidents with working with law enforcement...
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...RECORDS MANAGEMENT QUESTIONNAIRE RECORDS MANAGEMENT QUESTIONNAIRE TRANSIT OPERATOR Contact Person Date Auditor 1 Auditor 2 Federal Transit Administration 1 RECORDS MANAGEMENT QUESTIONNAIRE Num 1. 2. QUESTION APPROPRIATENESS OF RECORDS MAINTENANCE: Does the auditor observe that a set of records has been established with the following characteristics: 1) Secure location and access controlled to those few individuals with a need to know; 2) Information released only as appropriate; 3) Federally required tests and testing has priority and is separate from non-DOT testing; 4) Records are maintained for the proper length of time. Does the employer maintain records of its anti-drug and alcohol misuse program in a secure location with controlled access? Does the employer only release drug and alcohol testing information related to covered employees as permitted by law or in accordance with the circumstances described in Section 655.73? Are DOT tests completely separate from non-DOT tests in all respects, and do DOT tests take priority (i. e. DOT tests conducted and completed before a non-DOT test is begun, urine collected in a DOT test not used for a non-DOT test)? REGULATORY CITATION Section 655.71(a) states: “An employer shall maintain records of its anti-drug and alcohol misuse program as provided in this section. The records shall be maintained in a secure location with controlled access.” Section 655.73(a) states: “Except as required by law, or expressly...
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