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Almost any interview question can become a test. Sometimes it is in the best interest of the candidate and the company that hiring managers use valid tests. For example,a family owned company ,there might be undue pressure to hire friends of friends of the family members. This could become uncomfortable socially as well as a liability to that company. An objective test would help ease the pressure on internal referrals as well as set parameter for selection.
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Question: When would it be a poor decision to use tests? Describe two situations.
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https://brainmass.com/business/business-management/employee-tests-161885
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Employment Testing – To Test or Not to Test
Pre-employment tests are just one of many selection tools used to provide insight into the abilities of a potential employee. There are cases in which employees who were not selected due to testing had brought cases against organizations. Such cases have challenged the validity of pre-employment testing.
The dangers of using pre-employment testing may have an adverse impact on employment opportunities for individuals and may be seen as discrimination. This may be possible under the Americans with Disability Act where it is discriminatory to use employment tests or other selection criteria that may screen out an individual with a disability.
As there are many reasons for testing, there are reasons for not testing employees for purposes of employment. One such reason is the costs. There are various costs associated with testing; however, an employer should look at the offset when considering costs such as low productivity and …
