Wonderlic White Papers
JOB ANALYSISConducting a job analysis is often viewed as a rather mundane and necessary evil associated with the hiring process. Admittedly, the job analysis process can sometimes seem like documenting the obvious for no apparent reason. However, having a job analysis for each of an organization’s positions or job families borders on imperative for a variety reasons. Read the full Article. | |
INTEGRITY TESTINGPeriodically human resources and loss prevention professionals have the perception that the polygraph and integrity tests are similar in nature. While the instruments originally were developed to address the same significant need (to prevent employee theft), that is really the only similarity between these instruments. Read the full Article. | |
COGNITIVE ABILITY TESTINGCognitive ability tests are designed to measure such things as how well an individual reasons, solves problems, plans, organizes, thinks abstractly, learns quickly and grasps the nature of complex problems. As some researchers have stated, cognitive ability tests help evaluate a person’s capability to figure out their surroundings and determine the appropriate actions-informally it’s called “catching on,” “making sense of things,” or “figuring things out.” Read the full Article. | |
LEGAL IMPLICATIONSMany savvy employers are implementing technologies that are designed to improve and streamline their recruitment and selection efforts. These technologies include Internet-based and telephone Interactive Voice Response (“IVR”) screening processes. Specifically, prior to having a job applicant visit an employer’s place of business, employers are directing applicants to the Web or phone to complete job applications, answer questions regarding minimum qualifications and take assessments. Read the full Article. | |
DISPARATE IMPACTPeriodically employers express concern that cognitive ability tests can exhibit disparate impact. However, employers often fail to realize that this issue is not at all idiosyncratic to cognitive ability tests. This paper will discuss the multitude of commonly used hiring tools used by employers, which typically exhibit disparate impact, along with how employers can justify their use. Read the full Article. | |
INTEGRITY ISSUESThis paper will provide various examples documenting the prevalence and impact of employee theft, other ethical breaches and general workplace counterproductivity. Additionally, it will focus on the various means by which employers can screen applicants who have a propensity of engaging in workplace theft and other problematic behaviors. The advantages and disadvantages of each approach will be discussed. Read the full Article. |