With employment tests becoming common practice, are you using the best tests for your organization and more importantly, are they legal?The EEOC has recently challenged the preemployment tests of a number of employers. Many employers do not understand the importance of carefully validating such tests before implementing them and reexamining existing preemployment tests to ensure they will withstand legal scrutiny. This topic will help employers understand the legal implications of utilizing preemployment tests, as well as provide information regarding the different types of tests that can be implemented. The material will also explain how to assess whether tests have a disparate impact that could subject the employer to legal ramifications and will explain how to properly validate a test to ensure it is truly testing the abilities that workers need on the job. Failing to properly validate a preemployment test can lead to costly investigations, charges, and lawsuits from the EEOC, applicants, and employees. This information is critical for employers to ensure they are not susceptible to claims of disparate impact while utilizing the useful tools that are preemployment tests.
• Pre-Offer Inquiries
• Post-Offer Examinations
• Types of Pre-Employment Tests
• Title VII
Best Practices for Testing and Selection
• How to Assess Disparate Impact
• Validation of Pre-Employment Tests
Sarah Kuehnel with Ogletree, Deakins, Nash, Smoak & Stewart, P.C. and Mallory Stumpf with Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
HR Certification Institute ,SHRM ,Additional credit may be available upon request.