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Essay / Research Paper Abstract
A 4 page paper that discusses different issues regarding pre-employment testing. The writer identifies the most common types of tests used and their purposes. The writer also comments on the laws and ethics of testing. E-testing is also discussed. Bibliography lists 6 sources.
Page Count:
4 pages (~225 words per page)
File: MM12_PGemtsl.rtf
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Unformatted sample text from the term paper:
types of tests employers might choose to use based on the specific job function. Some of these tests are: * Skills tests are those that test the skill level of
a candidate, for example, a typing (word processing) test for secretaries or an architectural drafting test for architects Nolo, Inc., 2002). In other words, they are work simulation tests
(Collegegrad.com, 2004). These tests are most often legal and ethical because they test the skills the employee needs for success (Nolo, Inc., 2002). * Intelligence/Mental Ability Tests assess cognitive
abilities, such as problem solving, memory, mathematical aptitude, thinking skills and so on. They are usually multiple choice and in fact, are structured much like the SAT (Collegegrad.com, 2004). There
are no laws that specifically prohibit such testing. * Aptitude, Psychological Tests are generally written tests with a multiple choice format. They assess a candidates "general abilities, personality and/or psyche"
(Nolo, Inc., 2002). They may or may not be legal and/or ethical depending on the specific test used and the purpose for using it (Nolo, Inc., 2002). They do leave
the employer more vulnerable for lawsuits (Nolo, Inc., 2002). For example, psychological tests are sometimes viewed as medical tests, which may violate the privacy act (Nolo, Inc., 2002). * Personality
tests are used frequently to avoid hiring the wrong people for the wrong job. Bates (2002) explained that personality tests helps the employer "screen job candidates for attributes that would
help them succeed in a position" (p. 28). Personality tests provide insight on the candidates "needs, attitudes, motivations and behavioral tendencies-many of which have a biological component" (Bates, 2002, p.
28). The employer must ensure that personality tests are used properly, i.e., to determine if the candidate has the temperament and other variables needed for success in that particular job.
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