Tests Used to Screen Out Applicants
Slate Magazine has an interesting article about the long-standing question of whether employment tests used in the hiring process to screen out applicants are racially biased. It focuses on a recent study published in the Quarterly Journal of Economics on the subject.
The conclusion? Most of these tests are probably biased to varying degrees, but no more than average human beings making hiring decisions. So, the use of the tests is no more likely result in bias than not using the test. In fact, according to the study, a biased employment test will only aggravate the problem of discrimination if it is more biased than the average decision maker.
It’s still important for employers to be careful in the use of these tests. The tests do create evidence that can be used to show discrimination, but the tests can also improve the quality of the hires you make. Most employers don’t intentionally discriminate on the basis of race. Most employers do want to hire the most qualified applicant, regardless of race. The use of an employment test by a highly qualified human resources professional can assist in the lawful hiring of the best candidate.
About Chris Parker
Chris Parker's practice focuses on the representation and counseling of companies in matters pertaining to the workplace and the protection of their intellectual property and trade secrets. In addition to serving as an advocate for clients, Mr. Parker is also trained as a mediator and frequently serves as a third-party neutral.
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About Jimmy Daniel
Jimmy Daniel provides counseling to businesses of all sizes related to the employment relationship. He assists in the drafting of employment agreements, policies, and handbooks, as well as provides guidance related to compliance with federal, state, and local legislation such as the Fair Labor Standards Act and the Family and Medical Leave Act.
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About Larry Bridgesmith
While serving in an Of Counsel relationship with the firm, Mr. Bridgesmith also serves as the Executive Director at the Institute for Conflict Resolution at Lipscomb University and as an officer and principal in Strategic Resolutions Group, LLC. In these roles, Mr. Bridgesmith brings over 30 years of legal experience in dispute resolution and innovative workplace strategies to clients, students and business entities alike.
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