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A candidate's idea of their skills could be (and probably is) much different than what you require for the job.
Total Testing makes it easy for you to measure candidate's skills and understand their depth of knowledge. Total Testing provides interactive, ready to use, skills testing to measure a candidate's skill level - helping you decide whether they have basic, intermediate or advanced skills.
Validation is not a stamp of approval by any governmental agency but rather a study undertaken and directed by the test publisher in accordance with certain professional standards. Candidate Resources, Inc., will defend the validation or content of the Achiever for any company using this pre-employment assessment, but cannot assist any company as a result of the misuse or abuse of the Achiever.
The Achiever employment assessment has been established and validated in accordance with the procedures described in "Standards for Educational and Psychological Testing," which is referred to in paragraph (2) 1607.6, "Minimum Standards for Evaluation," Federal Register Volume 35, dated Saturday, August 1, 1970. There are five forms of validity: Saterfiel & Associates recommends that an organization establish and utilize a consistent standard hiring process when making hiring decisions.
Confirmation is a very important aspect of the testing process.These guidelines are intended to be consistent with existing law. 1 of 1978, in the administration and enforcement of Executive Order 11246, as amended by Executive Order 11375 (hereinafter "Executive Order 11246"); by the Civil Service Commission and other Federal agencies subject to section 717 of Title VII; by the Civil Service Commission in exercising its responsibilities toward State and local governments under section 208(b)(1) of the Intergovernmental-Personnel Act; by the Department of Justice in exercising its responsibilities under Federal law; by the Office of Revenue Sharing of the Department of the Treasury under the State and Local Fiscal Assistance Act of 1972, as amended; and by any other Federal agency which adopts them. Employment decisions include but are not limited to hiring, promotion, demotion, membership (for example, in a labor organization), referral, retention, and licensing and certification, to the extent that licensing and certification may be covered by Federal equal employment opportunity law. These guidelines apply only to selection procedures which are used as a basis for making employment decisions.Other selection decisions, such as selection for training or transfer, may also be considered employment decisions if they lead to any of the decisions listed above. For example, the use of recruiting procedures designed to attract members of a particular race, sex, or ethnic group, which were previously denied employment opportunities or which are currently underutilized, may be necessary to bring an employer into compliance with Federal law, and is frequently an essential element of any effective affirmative action program; but recruitment practices are not considered by these guidelines to be selection procedures.To its credit, Target did discontinue use of those tests while the investigation was still pending.While this particular case did not actually involve a federal contractor or the OFCCP, it is still instructive. First, the OFCCP scrutinizes pre-employment tests at least as closely as does the EEOC.
Such tests under the circumstances alleged by the EEOC, would have violated Title VII of the Civil Rights Act of 1964.