Growing labor pool spurs wave of pre-employment tests

February 17, 1992|By Carol Kleiman | Carol Kleiman,Chicago Tribune CrB

Even if you've passed a battery of pre-employment tests that prove you have the necessary technical skills, don't expect a job offer -- yet.

TC The employer has the right to know the fullest extent of the candidate's background without invading privacy," he said.

Psychological testing worries many applicants. "I get calls from job candidates on how to prepare for psychological assessments, and my advice is that you really shouldn't prepare at all," said Loretta Foxman, president of OI/Cambridge Human Resource, an international outplacement firm.

She said the tests have value because "employers are looking for a match, and if you don't fit . . . the behavior looked for, you will be out on the street anyway, even if they hire you."

Though it's realistic to acknowledge that employers hold the cards in pre-employment testing, there are some legal curbs: Tests must be statistically validated as non-discriminatory and must contain only those questions that apply to the job that is open, according to federal civil rights laws.

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