Abstract
The purpose of this work is to outline the legal and ethical considerations that must not be taken lightly in the applicant testing process of an organization. Employee testing is an important part of the hiring process because it allows managers to select the best candidates for the job. Employees with the right skills and attributes will do a better job for the company. The time to screen out undesirable applicants is before they are in the door not after. The applicant testing process is important because of the legal implications of incompetent hiring (Dessler, 2005). Organizations must ensure that they are following EEO laws by following nondiscriminatory selection procedures in their hiring process.
Applicant Testing Process
Selecting the right employee is important for many reasons. First, employees without the right skills or who are abrasive or obstructionist won't perform effectively and the performance of the manager and the company will suffer. Secondly, it is important because it's costly to recruit and hire employees. Another good reason for a testing process is to avoid legal implications due to inept hiring.
Effective selection is therefore important and depends, to a large degree, on the basic testing concepts of validity and reliability (Dessler, 2005). There are many forms of testing that an organization can utilize in the screening process. Cognitive tests are tests that can measure intelligence or special mental abilities such as memory and inductive reasoning. An intelligence test measures a range of abilities such as memory, vocabulary, verbal fluency, and numerical ability (Dessler, 2005). A test of specific cognitive abilities measures specific menta ...