Screening applicants for employment has become much more sophisticated. Years ago, many jobs only required a background and resume check along with the possibility of a lie detector test depending on the position. Today, screening can be done both as a personal interview and as a computerized test. However, it is important to walk the fine line of not going against the EEOC or Equal Employment Opportunity Commission.
To maintain not having a action or lawsuit placed against yourself or your company it is best to adhere to the following five guidelines.
First, when administering tests, whether in person or computerized, they should be given regardless of race, color, national origin, sex religion, age or disability. Make sure if the applicant is disabled, that all accommodations are made to meet the disability. If you have any questions or concerns you can visit www.disability.gov for more information.
Second, the tests given must be related to the job position and its duties. Tests or screening could include such items as physical, sample tasks, personality review, language efficiency and a health exam.
Third, educate your personnel on what can are cannot be asked or done during a screening or testing of applicants. There are EEOC compliance training classes offer throughout the United States. Even if your business is small, it is important to have the person performing interview understand the laws associated with the EEOC. Once training is completed, your business can proudly display your EEOC compliance posters. Poster are available through www.EEOC.gov
Fourth, business owners should review the screening or testing to make sure it is current with the job position. If the employee who held the job prior, has been at the position for 3 years or more, chances are the screening used may be out of date or even illegal.
Finally, ask yourself that if the interview requires treating each applicant differently, why is this occurring? If the answer falls within the realm of being against the EEOC then enact changes immediately.
A lawsuit against a company for its screening process can be devastating.It is through education, immediate action and keeping screening processes current with employment laws, employers and small business owners can avoid serious legal troubles.