As competition in the employment market intensifies, many employers depend on pre-employment tests to determine candidates for work. Reserves provide employers with some insight about the applicant's ability, but the relevant tests actually help narrow down the field. Unfortunately, the pre-employment test has some drawbacks as well. Also, there are strict laws against discriminatory or rude questions.
Advantage
Pre-employment testing provides many benefits to employers. Such benefits include,
• Employers can identify positive hits among candidates such as justification, ability, motivation, reliability
• Employers can identify negative positions among candidates, such as substance dependence and inclination towards theft
• Understand the details of candidates
• After evaluating your resume, you can help interview and judge the differences between candidates who gave equal ratings.
Disadvantage
Unfortunately, pre-employment testing is also disadvantageous for many employers. There are several drawbacks:
• Test results are only a factor in the recruitment process. Employers should make decisions about other factors such as their own experience, qualifications, and interviews.
• All tests managed by the employer must be certified for reliability and reliability
• The test results do not necessarily indicate the applicant. Ability to carry out their work. Instead, in the test, the potential.
• The conditions of the examination must be fair and consistent for all candidates
• Tests may exclude candidates who are qualified but do not perform well in the test
• Applicants may respond insufficiently to the test. In addition, if you believe the test is discriminatory, you can challenge the tests justly.
Discrimination
When writing a test, the employer must be aware of the employment testing law. Questions that require applicants to clarify anything that may cause discrimination are illegal. For example, an employer can not ask applicants about the following:
• Age - Some employers discriminate against older applicants because they believe that seniority is more expensive if they are more expensive.
• Race / Ethnicity - Race and ethnicity are irrelevant factors when applying for work. This law protects ethnic minorities from discrimination.
• Disability Status - Some employers discriminate against people with disabilities even if they do not interfere with the employer's performance towards the disabled. Disabled American law prohibits employers from asking questions on the applicant's disability status.
• Sexual preferences - Employers are prohibited from interrogating because sexual preferences are private and unrelated to their job findings. This law protects members of the LGBT community that may be subject to discrimination.
EmoticonEmoticon