Turnover, theft, drug use, absenteeism: all can cost a company in a financial sense, but also in time and knowledge drain, and many companies have turned to more thorough pre-hire procedures to try to reduce these factors before they become an issue. With the use of pre-employment screening nearly doubling in five years comes increased scrutiny. Companies large and small strive to ensure their practices are fair, that they are in line with EEO regulations, and that they aren’t participating – knowingly or unknowingly – in discriminatory practices.

With this in mind, there are three areas to look at when reviewing pre-employment assessments:

  • Validity – does the test measure what it says it measures?
  • Reliability – are the test results consistent?
  • Legality – does the test meet EEO requirements, including Title VII, the Americans with Disability Act, and the Age Discrimination in Employment Act?

These EEO aspects are areas that any employer is familiar with, as they affect nearly every employment decision that arises, not just pre-employment screening. The same questions you ask yourself in any steps you take with your applicants and your employees should be asked when you consider which pre-employment screening service is best for you.                                

Does this assessment avoid intentional discrimination?

In order to remain legal and return you fair, unbiased responses, none of the questions should reveal applicants’ inclusion in a protected class, whether they have a disability, or their age.

Does this assessment avoid disparate impact?

Tests should also have a method of measuring disparate impact; that is, even if the questions don’t reveal an applicant’s inclusion in a protected class, the answers shouldn’t affect one class more than another. In the case of Insight Worldwide’s assessments, voluntary information similar to the information you likely request on your initial job application is collected, and is routinely monitored to ensure results are proportionate across all classes, including those covered under Title VII and the ADEA.

Can this assessment be administered to anyone, regardless of disability or inclusion in a protected class?

Any pre-employment screening you do, from job application to drug test to skills or aptitude testing, should be given to every candidate, and integrity testing is no different. In the case of a visual or learning disability that affects a candidate’s ability to read, for example, Insight’s tests can be administered verbally. If English is not a candidate’s first language, Insight’s assessments are available in multiple languages to help ensure they understand and are able to complete the screening.

Is the assessment job-related (do the questions relate to business necessity)?

There are several different assessments offered, some of which are job-specific and some of which can be related to any role in a company. Your Insight Worldwide representative can help you review the options and decide which of the assessments gives you the best information for the roles you need to fill.

Adding integrity assessments to your pre-hire process can help you reduce many of the financial drains that come with productivity and knowledge losses due to turnover, absenteeism, theft, and other common employer headaches. Doing your due diligence up front can make sure the assessments are applied fairly, and help you avoid any discriminatory repercussions when you make your hiring decisions.