Transcript No Slide Title - Pegasus @ UCF

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