PRE-EMPLOYMENT TESTING

Employment Testing

Employment Testing strategies are that allow employers to use pre- and post-hiring testing to place the right employees in the right positions. Although employment testing creates some risks, it can often provide employers with information that could otherwise only be gained the hard way - after failure of the employment relationship.

The following issues that pertain to testing in the employment context: general federal standards applicable to employment testing under the Civil Rights Act, medical tests under the Americans with Disabilities Act, psychological, personality, or character tests, drug and alcohol testing, and polygraph testing. Employment testing includes many other testing according to the job.

There are two types of employment testing

1-Pre Employment Testing

2-Post Employment Testing

In total, employment testing includes, Pre Employment & Post Employment
Testing, Training, and Assessments & Appraisal.

Pre employment Testing includes the measurement of job matching, aptitude, abilities, interest, personality, sales skills, soft skills, integrity, work ethic, customer service and evaluation of competencies during the employee selection process.

Post employment assessments includes employee evaluations / performance reviews, team building, team analysis, customer service, succession planning, coaching, training, and 360 multi rater feedback used for management and leadership development.

"Probability of Success" in Selecting A Top Performer:

Pre employment Testing includes the measurement of job matching, aptitude, abilities, interest, personality, sales skills, soft skills, integrity, work ethic, customer service and evaluation of competencies during the employee selection process.

Pre employment testing is slightly different from Post employment testing. In pre-employment testing we do testing for applicants (candidates apply for that job) of the jobs. But in post-employment testing we do testing of employees (employees doing the jobs) of the jobs. Some tests of pre-employment testing are different from post-employment testing. Testing of employee evaluations / performance reviews, team analysis, customer service, succession planning, coaching, training, and 360 multi rater feedback used for management and leadership development are not include in Pre-employment Testing.

An employer cannot inquire or test as to whether an individual has a disability at the pre-offer stage of the selection process. The reference to "entrance examinations" allows employers to administer medical exams or physicals once an offer of employment is made but prior to actual work. Employers may make an offer of employment contingent on the results of a physical and mental examination, but only if all employees in the same job category are required to take the examination.

The tests are in Pre-employment Testing includes:

Post-offer, pre-employment medical tests may be very extensive in scope and are not limited to job-related items consistent with business necessity; however, if an employer screens out an applicant based on information obtained in the medical tests, that particular factor must be job-related and consistent with business necessity. We do a medical test to know whether such applicant is an individual with a disability or as to the nature or severity of such disability. This medical test includes: health test, blood test, urine test, breath test and vision test etc.

Physical Tests are done to know whether the employee is physically challenged or not.

A covered entity may make pre-employment inquiries into the ability of an applicant to perform job-related functions.

A psychological test is designed to reveal mental illness, but a particular employer says it does not give the test to disclose mental illness (for example, the employer says it uses the test to disclose just tastes and habits). But, the test also is interpreted by a psychologist, and is routinely used in a clinical setting to provide evidence that would lead to a diagnosis of a mental disorder or impairment (for example, whether an applicant has paranoid tendencies, or is depressed). Under these facts, this test is a medical examination.

Employers are increasingly relying on tests that attempt to measure an applicant's psychological makeup, personality, character, integrity, or other qualities that may be relevant to a particular position. Collectively, we will refer to such tests as "character tests" for purposes of this paper. Character test, like all employment selection procedures, are subject to the general requirements; that is, they should be job-related and consistent with business necessity. Beyond that initial hurdle, character tests also raise other issues: whether they are medical in nature such that pre-offer testing is impermissible and whether they violate applicants' privacy interests.

In this test we asked about the applicants' religious, sexual, and political beliefs to produce a psychological profile of the applicants. This employment testing is very personal and private of applicant’s.

Drug and alcohol testing are increasingly popular means for employers to increase the safety and efficiency of their workforce, reduce workers' compensation claims, and reduce losses. While the benefits of drug testing can be great, the risks posed by implementing a drug-testing program can be significant and daunting. Individuals who are currently using illegal drugs are specifically precluded from "disability" on that basis. It appears that drug use within two months of the test will be considered current. Therefore, it is permissible to conduct a drug test even before a job offer. The safer (and cheaper) course, however, would be to conduct a drug test after a job is offered but before employment begins, because the same test that can reveal the existence of illegal drugs may also reveal the existence of prescription drugs that indicate a disability. Since a test for the current use of illegal drugs is not a medical examination, employers may also drug test their existing employees without violating the ADA.

In contrast, an alcohol test will probably be considered a medical test. Alcoholism is a protected disability under the ADA and the EEOC takes the position that pre-offer alcohol testing is prohibited under the ADA.

Some employers require a drug screen of every applicant for employment. A test for current use of illegal drugs may be conducted before an offer is given, but an alcohol test may only be given to an applicant post-offer (though it may be given pre-employment). So applicant testing is considered the safest drug-testing alternative.

Conclusion

We do all these tests to get right employees for right positions. All these tests are done to know employees better. Pre-employment Testing helps to know about physical, mental and historical background of employees. Many kinds of other tests are done in pre-employment testing according to the requirement of the jobs. And the main thing is getting Employees through Pre-employment Testing satisfies Employers.