The importance of verifying the “validated content” of your testing provider shows once again as the Fort Smith Gerber Plant will pay $900,000 for hiring discrimination.
When selecting a testing provider, make sure that the company monitors their content for adverse impact and possesses the evidence of validity to support the use of their assessments.
Otherwise, you may find your organization in a similar situation as the one being lived by the Fort Smith Gerber Plant. As noted in the article by the Arkansas Business Staff:
During a compliance evaluation of the (Fort Smith Gerber Plant), investigators found the hiring disparity was in part caused by inconsistent selection procedures for entry-level positions. Additionally, the office found that Gerber used pre-employment tests that negatively impacted minority applicants and determined that there was insufficient evidence of validity to support Gerber’s use of the test.
Gerber has discontinued its use of the test in the hiring process for entry-level positions…Gerber will not only pay 1,912 minority and female applicants $900,000 in back pay and interest, but will provide 61 entry-level positions, 11 of whom have already been hired.
Do your company a favor by completing your homework. Whether considering a new testing provider, or checking up on the one you’ve been using for years, you can never be too cautious.
If the testing provider has the evidence of validity to back up the use of their assessments, they will not only be happy to share it with you, they will also applaud you for your due diligence.
NurseTesting.com highlights their validation process for all assessment content on their website and commends clients for verifying the rigorous monitoring process upheld by the company.
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