Build Winning Teams with iMocha

Company News, Diversity & Inclusion, iMocha Engineering Product Updates Remote Hiring Skills Assessment

All Posts

legal risks of hiring

On one hand, it is crucial for employers to find the right employee from a glut of resumes, whereas, on the other hand, equally crucial is the need to utilize equitable and legally compliant employee selection and promotion practices.

hire poorly for competitors

A lot is talked about the legal perils associated with the hiring process.  Since any kind of discrimination on the basis of race or gender, age, national origin, religion etc might lead to serious legal repercussions, employers must remain careful at every step of the recruitment process.

So here the question arises how to increase legal defensibility in the employee selection process?

One of the feasible steps towards minimizing disparity and increasing legal defensibility in the selection process is through pre-employment skill testing.

Strangely there is a persistent fear that the use of pre-employment testing in the hiring process would increase the company’s legal exposure or somehow induce legal risks, whereas opposite could be made true by following certain guidelines of pre-employment skill testing.

 

Employers can certainly use pre-employment tests to reduce the likely hood of being sued for disparity or biases during the recruitment process by following simple guidelines:

1. Objectivity: The hiring tests adds objectivity to the selection process as compared to the other methods such as Interviews that are subjective in nature and are more likely to be subjected to biases.

2. Validation: Validated Pre-employment tests avoid any type of age, gender, cultural biases and are the best method to screen candidates with equality.

3. Job-Relatedness: As per EEOC guidelines the pre-employment tests must measure job-related skills & abilities and should be consistent with business necessity. This can be achieved through careful job requirement analysis, and choosing only those skill tests that measure the capabilities required for the particular job.

4. Same Federal laws for all selection methodologies: It's important to know that as per the EEOC guidelines same set of the federal anti-discrimination laws applies to pre-employment tests as well as any other selection procedures(such as interviews, reference checks etc.) to screen applicants for hire or employee promotion.

This leads us to the conclusion that companies can surely introduce an element of objectivity, equitability and thus legal defensibility to the hiring process by proper use of pre-employment skill testing.

v1 CTA-image2-1

Rachana Mishra
Rachana Mishra
Growth Officer at iMocha

Related Posts

Why Microsoft's CEO, Satya Nadella, called us Innovative

In a Resurgence TIE Conference on Digital Acceleration and the Role of Startups, Satya Nadella, Microsoft’s CEO, praised iMocha’s skilling API. He mentioned how our innovation helps reduce time-to-hire and makes the lives of recruiting professionals easier. Here's the clip of the same:

Save Recruitment Time with AI-Evaluation: Speaking & Writing | iMocha February Product Updates

We're constantly strengthening and innovating, and each month we have new enhancements and features that we'd like to tell you about. 

How to Hire Frontend Web Developers Using iMocha’s Coding Features

JavaScript online coding tests aren't hard to create, There are almost 1.6 billion total websites in the world, and out of which 1.52 billion websites use JavaScript. That’s 95% of the total websites! It’s the true programming language of front-end engineering and the underlying language that ties everything together.