EEOC Spotlights Employment Testing in 21st Century Workplace

The Equal Employment Opportunity Commission (EEOC) recently (May 16, 2007) held a public meeting to gather information and address emerging trends in workplace testing and selection procedures.  EEOC Chair Naomi C. Earp confirmed its efforts to "ensure applicant selection procedures are non-discriminatory."  Applicant selection procedures are not limited to pre-employment testing but include every aspect of selection - from the first observation, resumes, applications, reference checks and so on. 

Rae T. Vann, general counsel of the Equal Employment Advisory Council, a national association of large federal contractors, observed, "When done properly, testing can be a very important tool in the employment selection process..."

What is important to note is that the EEOC does NOT prohibit the use of pre-employment tests.   They only enforce federal laws prohibiting discrimination.  Many state-of-the-art assessments are not only valid and reliable but do comply with the regulations by exhibiting minimal adverse impact.

Success Performance Solutions relies on the world's best organizational psychologists and psychometricians to design and validate our assessment systems.  Just as important is their continual effort to improve the predictive nature of the assessments while minimizing adverse impact.

For more information about the EECO meeting, go to http://www.eeoc.gov/press/5-16-07.html