Employment Tests and Selection Procedures
Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion. There are many different types of tests and selection procedures, including cognitive tests, personality tests, medical examinations, credit checks, and social media background checks.
We supply a valid selection system, the highest on the market.
What does your selection battery, in terms of the types of screening tests?
Examples of employment tests and other selection procedures, many of which can be administered online, include the following:
• Cognitive tests assess reasoning, memory, perceptual speed and accuracy, and skills in arithmetic and reading comprehension, as well as knowledge of a particular function or job;
• Physical ability tests measure the physical ability to perform a particular task or the strength of specific muscle groups, as well as strength and stamina in general;
• Sample job tasks (e.g., performance tests, simulations, work samples, and realistic job previews) assess performance and aptitude on particular tasks;
• Personality tests and integrity tests assess the degree to which a person has certain traits or dispositions (e.g., dependability, cooperativeness, safety) or aim to predict the likelihood that a person will engage in certain conduct (e.g., theft, absenteeism);
• Criminal background checks provide information on arrest and conviction history;
• Performance appraisals reflect a supervisor’s assessment of an individual’s performance; and
• English proficiency tests determine English fluency.
• Assessment centers
What is unique about Noa selection concept? The Noa test
We use Noa test. Noa test is our unique development and IP. And we lead the market in this type of test. This test is unique because it is: job specific and organization specific – It is tailor-made for the job. Therefore it’s validity is so high (0.57). Noa test, Our tests, meets the EEOC regulations.
The use of tests and other selection procedures can be a very effective means of determining which applicants or employees are most qualified for a particular job. However, use of these tools can violate the federal anti-discrimination laws if an employer intentionally uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). Use of tests and other selection procedures can also violate the federal anti-discrimination laws if they disproportionately exclude people in a particular group by race, sex, or another covered basis, unless the employer can justify the test or procedure under the law.
On May 16, 2007, the EEOC held a public meeting on Employment Testing and Screening. Witnesses addressed legal issues related to the use of employment tests and other selection procedures. (To see the testimony of these witnesses, please see the EEOC’s website at http://eeoc.gov/eeoc/meetings/archive/5-16-07/index.html .)