SharedHR Bulletin Warns Employers to Weigh Advantages, Risks of Introducing New Hire Background Tests

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Employers who want to introduce pre-employment testing for new hires should consider the relevance and business necessity of such testing, warns the latest issue of the sharedHR Bulletin (http://www.sharedHR.com/news/) now available on line. SharedHR is a fast-growing supplier of Web-based administrative services to HR professionals in small to mid-sized companies.

Employers who want to introduce pre-employment testing for new hires should consider the relevance and business necessity of such testing, warns the latest issue of the sharedHR Bulletin (http://www.sharedHR.com/news/) now available on line. SharedHR is a fast-growing supplier of Web-based administrative services to HR professionals in small to mid-sized companies.

Before launching a test program, employers must develop defensive standards for evaluation of results and a process for dealing with these results, the Bulletin advises. Employers should ask the following questions before proceeding with pre-employment testing:

·    What types of tests should be used and for which positions?

·    How will the business maintain consistency regarding a testing policy?

·    How will testing results be used in management decisions on hiring, promotions, etc.?

Before introducing testing determine the purpose of testing and weigh the risks and value of pre-start tests, said Paul Finkle, president and CEO at sharedHR, and one of the co-authors of the monthly Bulletin.

SharedHR advises clients to avoid the use of personality testing for hiring or promotion decisions, since they are often challenged in court, said Finkle. In June 2005, the Seventh Circuit Court of Appeals ruled that one employer who used psychological tests that were actually “medical tests” was in violation of the American with Disabilities Act (ADA).

“Many tests have been found to be discriminatory against employees, such as those with disabilities,” explained Finkle. “Title I of the Americans with Disabilities Act (ADA) was drafted to eliminate employment discrimination based on actual or perceived disabilities through the use of ‘medical examinations and inquiries’ as a condition of employment.”

Nevertheless, Finkle says despite the legal minefields involved in possibly misusing pre-start tests, testing is a good idea.

“Every organization should consider background checks and pre-start date screening to support hiring and develop talent,” says Finkle. Unplanned turnover and poor performance can be two of the most expensive costs in a business, and can be reduced with pre-start testing, he added. “For many companies such procedures as pre-start testing make absolute sense.”

“At a minimum, all employers should conduct background checks to avoid unpleasant surprises in the hiring process,” he added.

About sharedHR

SharedHR is a web-based Human Resources Management System (HRMS) that lightens the workload for human resource professionals. The San Rafael, Calif.-based company offers the only HRMS solution that can help reduce both employment liability risks and manage the intricacies of running today’s complex HR function. SharedHR provides a robust employee data tracking and reporting system. In addition, sharedHR provides an employee communications portal and a complete library of legally-compliant HR forms, documents and policies, all supported by a secure Internet-based technology. For more information, go to http://www.sharedHR.com.

Media Contacts:

David Siskin

SharedHR

800-886-9478

Tom York

Thomas York Public Relations

415-552-3281

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

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sharedHR
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