Articles
Written by Morgan & Associates
To Test Or Not To Test
What is a test or, more specifically, what is a pre-employment
test? The
1978 Uniform Guidelines for Employee Selection states
that ANYTHING USED IN THE PRE-EMPLOYMENT PROCESS IS
CONSIDERED A "TEST.”
If you use an application form, that is a test.
How about an interview; that’s a test.
What about some of the more subjective tests
that we all use; how they look, how they talk.
Will they fit into our organization?
These are all considered tests by the federal
government and fall within those written rules concerning
validation.
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Jobs
For Sale
You
are a business owner and your worst nightmare has
just come true.
Your most valuable employee has quit because
he has been offered a better paying job.
Panic!
What do you do? You are not trained in hiring but you must find
someone to help keep your business going and serve
your customers.
You may place an ad in the paper or put a “help
wanted” sign in your store window and hope for
the best. Finally,
someone walks in and applies for the job.
At first glance they have an acceptable appearance,
can talk coherently and walk a reasonably straight
line. You
“like” what you see.
Immediately you swing into action and start
selling all the benefits of working for your company;
how great it is, how it’s like family, what great
health, dental and insurance benefits you offer.
Your need to find a warm body and the
urgency to have a full staff has clouded your business
judgment. Have
you pushed the “panic” button?
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A Pre-Employment
Test Can Save Company $1 Million
There is a chance
the last time you hired a new employee you made a
$1 million mistake. If the employee stays with your
firm 25 or 30 years and does only a marginal job,
by the time you add up all of the salary, benefits,
bonuses, (not to mention the fact that over the years
this individual may have sabotaged good employees
and some of your valued customers), the $1 million
may be well below the actual cost of a poor hiring
decision.
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