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There’s a lot of talk about testing job applicants before
you hire them, but is it really all that easy, effective, and necessary?
Most
hiring managers or owners rely
on the application or resume, job interview, and references in
selecting the
best people for the job openings they have.
However, the interview is still considered the best way to make
a sound
and defensible hiring decision provided you have a plan, work off a
list of prepared
questions and don’t rely completely on gut feelings.
If you are interested in learning more about
testing, consider the following:
Types of
Tests
Tests range from a simple typing or
computer abilities test to a specific skills test or even a
psychological or
personality test. Other tests screen for
aptitude, attitude and drug and/or alcohol use.
Generally speaking, testing a skill or set of skills, is
considered
acceptable and not in violation of the law provided the test truly
measures or
evaluates a skill necessary for the performance of a specific job.
The
psychological, attitude, or
personality tests are usually in a multiple choice format and are
designed to
learn more about personality and/or psyche.
Using these tests can put you in a position of having to defend
your
decision to request applicants to submit to testing.
Defense costs add up. For example:
- A
multiple choice aptitude test may be viewed as discriminating against
minority
or female applicants because it reflects the ability to take a test
more than
it does actual aptitude for the job.
- Personality
tests are often viewed as an invasion of privacy because they
frequently
include questions of a personal nature such as sexual
preference/practices or
religious beliefs.
- Psychological
tests are tricky because the answers may indicate a mental disorder. The Americans With Disabilities Act (ADA)
protects job applicants from this type of questioning and potential
discrimination.
Several
years ago I conducted an
informal survey among pizzeria operators regarding the use of
pre-employment
tests—who uses them and exactly what tests were being used. I found that many operators were reluctant to
share information. Others agreed to
speak, but anonymously. I got the
impression that some of them felt that they were doing something
underhanded or
illegal. I have no doubt that some of
them were putting themselves in jeopardy.
The
liabilities and threats of
potential lawsuits that can arise if an applicant challenges the test
or testing
procedures create a concern for many owners and managers.
The cost-per-person tested was also mentioned
as something to consider. Some operators
saw the costs as minimal when compared to the price of a bad hiring
decision. Others said that money was a
big factor in deciding whether or not to use pre-employment tests. I also found that independent operators were
the least likely to test because of the expense and because, in their
words,
“We don’t know enough about it.” Whether
you’re already testing or merely considering it, here is some basic
information
about pre-employment testing.
Evaluate
the Need
Like anything, testing has
limitations. There is no single test
that can measure everything. Therefore,
testing should be only one part of the hiring process.
Interviewing is still the most critical
piece. To determine what needs the
pre-employment test(s) might fill in your business, be able to answer
these
questions:
- In
what areas (leadership ability, customer service, culinary skills,
personality,
honesty, integrity, etc.) would you want to test applicants?
- Is
testing the only way you can get the information you need regarding
skills, and
applicants’ strengths, and weaknesses?
If you answer “yes”, you’re fooling yourself.
- Is
the financial cost justified in relationship to the information you’ll
obtain?
- Will
you test every applicant that you interview, or only the finalists? It is recommended that only the final
candidates be tested.
Find the
Right Test
There are several directions you can
take when it comes to selecting a pre-employment test.
- You
can buy a professionally developed test from a testing company such as
The
Psychological Corporation.
- You
can set up mock work scenarios to test prospective employees with the
help of a
company that specializes in employee assessment.
- You
can customize a test to find applicants with specific skills to match
your
needs with the help of an industrial psychologist.
Resist
the temptation to “develop”
your own test to save money. To do so
will put you at risk for a lawsuit should applicants you tested not be
offered
the job and challenge the test instrument you used.
Hire a professional to help you.
Test
Administration
Most owners/managers who are using
tests don’t realize how important it is to carefully select a test
administrator, someone who will be responsible for testing on a
consistent
basis. This individual must be
well-informed, articulate and have complete understanding of the
test(s) and
how to administer it. A legal challenge
based upon discrimination during the testing process or use of an
invalid
instrument could cost your business thousands of dollars.
Don’t take a chance. Make sure the
test administrator is trained
in what to do and does so consistently.
The “Red
Flags” of Pre-employment
Testing
Employers that decide to test don’t
always think about the problems inherent in tests, whether they are a
test of
skills or psychological/attitude tests.
Here are some things to consider before making the decision to
test:
Some
tests don’t accurately predict
success on the job. The Equal Employment
Opportunity Commission (EEOC) and the courts require that
pre-employment tests
must be valid for the particular job that the test is used.
As
mentioned earlier, some tests are
complicated to administer and interpret.
Many tests were developed by psychologists who are experts in
the field
of test development. It’s unlikely that
the average pizzeria operator has the special skills or training to
interpret
the results. Incorrectly administering
or interpreting tests could result in a lawsuit.
Some
applicants will play “beat the
system.” Experts at taking tests and
answering questions to their best advantage, they try to convince you
they are
the perfect choice because they “did well” on the test.
However, what some people don’t realize, is
that many tests have built-in safeguards against individuals who try to
manipulate them, but some tests don’t.
Carefully selecting the type of test you use gives you the best
chance
for identifying the manipulator from the honest test-taker.
Some
people are lousy
test-takers. They become nervous when
faced with a pencil, paper, and a lot of questions; they fail as a
result. This
can unnecessarily eliminate a good worker from the next step in the
hiring
process. Case in point, I would be
willing to bet that you have people working for you right now who could
not
pass a pre-employment test if their lives depended on it.
Yet, they are excellent employees.
The
Liabilities
Professionally developed tests are
based on scientific principles and have both benefits and liabilities. Pre-employment testing can provide you with
information that may be helpful when making a hiring decision. Pre-employment tests can be dangerous if
you’re not familiar with selecting tests, use them improperly or make
them the
sole reason for rejecting applicants. To
avoid liability you must be able to show that:
- All tests are
directly related to the
specific position you’re filling. For
example, would an individual have to read above a seventh grade level
in order
to wash dishes? Or could that person
learn without being able to read at all?
Of course he or she could, so you have to ask yourself why
are you
testing them with a test that requires reading at a seventh grade level?
- Your test
questions don’t screen out
a disproportionately large numbers of minorities. If
that happens, the test is considered
invalid and not appropriate for use as a pre-employment tool.
The
test doesn’t have an
unreasonable level of difficulty.
Unnecessarily high standards often exclude qualified minorities
who
don’t have formal education, but who can perform the job.
The many state and federal laws that govern
pre-employment testing, along with privacy rights laws and negligence
laws,
protect the individual’s right to equal opportunity without regard to
race,
color, gender, religion, national origin and physical handicap. More specific information is available from
your local Department of Labor.
In
summary, am I against pre-employment
testing? Absolutely not, however, I am
against negligent use of an instrument that may unfairly eliminate
qualified
applicants. I’ve seen it happen all too
often. Keep in mind that state and
federal laws impose numerous restrictions on what you can do. The laws are often difficult to interpret.
Proceed with caution and don’t try to figure it out alone.
There are plenty of people out there that can
help you.
– PMQ –