Workplace Personality Tests: Legal and Practical Essentials for Safe Hiring
|Date / Time:
In HR, we hear horror stories about employees who looked good on paper, but later turned out to be disastrous hires. So we stare at the hundreds of applications for an open position, trying to avoid hiring a “Negative Nelly” or a “Pass the Buck Chuck.” Or worse.
A pre-hire personality test can help to see if a potential new hire is the right “fit” for your organization. In fact, 7 in 10 applicants nationwide now take some kind of personality test as part of the hiring process. That’s up from 3 in 10 just five years ago. Applicants are tested on everything from work style to personal temperament and fit with company culture and are used by major corporations such as McDonald’s, Lowe’s and Radio Shack.
But personality tests can be a legal minefield if the employer isn't careful and vigilant. The EEOC has been investigating complaints against major brands, including Kroger and Home Depot, claiming that tests discriminate against certain applicants. And in August 2015, Target Corporation settled a claim for $2.8 million because its employment screening personality tests resulted in disproportionate screening in violation of Title VII and one of the tests violated the ADA.
So do the benefits outweigh the risks? What legal liability do you open your company up to, and how can you reduce it? Join us to learn the pros and cons of workplace personality testing and strategies for ensuring that your testing practices are legal.
About Your Presenter
- Why there’s been a surge in the use of workplace personality testing and how employers are using the data
- The types of tests used most often, and what they are meant to assess
- Whether your company really needs to administer personality tests.
- When is the ideal time during the hiring process to test: at initial screening, at a final round, or after a job offer
- What happens when someone with a protected disability takes a personality test as a condition of employment
- Potential legal ramifications of using workplace personality tests, and the most dangerous kinds of questions to steer clear of
- The EEOC’s position on workplace personality testing, and lessons from cases currently under review
- How to best protect yourself from potential testing missteps
Documentation you should use and areas of potential errors
- Legal changes on the horizon
- And much more!
Fisher & Phillips LLP
Jason Brown focuses on litigation prevention and litigation defense, as well as generally advising management and human resources professional on legal workplace risks and compliance. Mr. Brown’s practice includes drafting handbooks, overseeing severance agreements and employee separation, overseeing employment agreements and employee hiring, advising on new policies and legislation, representing companies in defending against employee compensation disputes from single plaintiff labor board filings to larger class action and representative suits. Mr. Brown provides counseling on preventing and defending against sexual harassment, wrongful termination, and retaliation lawsuits, advice and representation for administrative hearings, EEOC investigations, and generally provides HR counseling on a general or project basis.
|About Webcasts / Audio Conferences / Podcasts:|
Webcasts, audio conferences, and podcasts are presentations that you
attend via the Internet, phone, or mobile device at a specified date and time for "live" versions, or at your convenience for "recorded" and "On-Demand" versions.
versions are interactive, meaning that participants can ask questions in real time, plus are a very cost-effective form of training because 1) you receive fast, convenient learning without
any out-of-office time; 2) you can invite as many colleagues as you'd like to listen in on a single phone line; 3) you incur no travel expenses; and 4) you and your colleagues are back
at work immediately after the session ends!
And though with recorded versions you do lose the ability to ask questions, you gain the ability to hear the presentation numerous
times and to share it with others in your office.
Handout materials and the phone number for live presentations are made available to you prior to the event via email from the
presenter and from the "MyAccount" link on the menu bar. Copies of the presentations are included with recorded versions.
|Licenses / Designations / Educational Credits:||PHR / SPHR Re-Certification Credits|
All US States: 1.5
|About The Provider:
||BLR® is the leader in helping organizations, and their employees, reduce safety, environmental and employment compliance-related legal exposure, stay on the right side of law, and achieve their full potential. We offer best-in-class compliance product and services that includes news, information & analysis, best practice guidance, employee training and turn-key tools delivered in a wide range of formats from online applications, live events and websites to books, CD's, Video, Posters and newsletters geared to all sized organizations and industries.
||Contact Us For More Information
||Share on Facebook
Share on Twitter
Share on Google+
|Keywords For This Course:|
Workplace Personality Tests, Hiring, Safe Hiring
Serious Complaint or Employee Drama?
How To Stop Toxic Employees From Side-Tracking Your Company
Guidelines For Taxing Gifts, Awards, &Other Fringe Benefits
How To Supervise Employees Who Don′t Get Along
Certificate Program For HR Generalists
Workers′ Comp 101: The Whats, Whens, And Whys
Agile Basics For HR
Motivate Or Terminate
Internal Investigations Certificate Program
Advanced Internal Investigations Certificate Program
Payroll Records: What To Keep, What To Toss
How To Coach Up Or Counsel Out Problem Employees
Certificate Program In FMLA &ADA Compliance
Strategic HR Leadership Certificate Program
Certificate In Essentials Of Human Resource Management Seminar
Certificate In Employee Relations Law Seminar