The selection process may involve a significant amount of ...

[BrownTown3]

The selection process may involve a significant amount of testing. Describe the various tests HR professionals have to choose from, why they use each, and the importance of the validity and reliability of the tests used.
 
  What will be an ideal response?

Question 2

One of your employees, a member of a protected class, loses his temper and assaults and injures a customer. The customer is also a member of a protected class.
 
  During the investigation, the police discover that the employee has a long history of such behavior and served jail time for assault and battery. As the employer, you are most likely:
  A) not liable for any injuries because the employee was a member of a protected class.
  B) not liable for negligent hiring because you had an affirmative action plan.
  C) liable for negligent hiring because you did not conduct a background check.
  D) liable for injuries under Executive Order 11246.

[jjorrostieta]

Answer to Question 1

Answer: Summary of suggested answer -
 Ability tests measure cognitive and physical ability to perform the actual job. Work sample tests are the most common and most valid.
 Personality tests measure traits and are rarely used in selection anymore due to questions of validity and reliability.
 Psychological testing measures job applicants' work ethic, ability to deal with challenges and other job-related factors. They are extensively used by large companies.
 Drug testing is a preemployment test and is used to eliminate problem employees before they begin work.
 Honesty tests are controversial.
 Paper and pencil tests have replaced polygraph tests, which were virtually eliminated by the Employee Polygraph Protection Act in 1988.

Reliability is the consistency of measurement across time and users. Validity is the extent to which the tests measure job performance. Validity is the key for legal defensibility.

Answer to Question 2

Answer: C