class of people. If a testing method
is found to have a disparate impact,
the employer must be able to dem-
onstrate the procedure is specifically
job-related and consistent with busi-
ness necessities.”
To determine if a test complies with
applicable laws, consult an attorney
and refer to the Equal Opportunity
Employment Commission’s (EEOC’s)
Uniform Guidelines on Employee
Selection Procedures. The guidelines
provide a framework for determin-
ing the proper use of tests and other
selection procedures.
Equal and consistent application of
screening tests is as important as the
tests themselves. The screening process must be evenly applied to all candidates for the position. It’s acceptable to have different processes for
different positions, just apply them
to all candidates. Determine your
policy, confirm it with counsel, put it
in writing and adhere to it equally.
• BEFORE AND AFTER
Employers desiring to use personality
or psychological assessments should
verify the assessment they elect to
use is valid. They should verify the
test developer has used recognized
standards to write and validate it,
and has documented the process as
well. Be aware, however, that test
developers are not required to support their validity studies or defend
their assessment, should your use of
it come into question.
Rosenberg also said a professional
expert should administer the test and assess the results
and the hiring manager should carefully put the appropri-
ate weight on the data received from the test for the hiring
decision.
For the full white paper report on employment assessments, write Natalie D. Brecher, CPM® (nbrecher@
brecherassociates.com), a seasoned authority who helps organizations enhance workforce performance and
managers develop and improve leadership skills. She provides consulting, coaching, training and keynotes to
fortify positive, lasting change.
