Companies use tests as part of their pre-employment selection process for a number of reasons. One of them is to efficiently screen a large number of candidates into a more manageable number. Another reason is to accurately and fairly identify individuals who are more likely to be successful on the job. The use of accurate tools in the selection process can significantly improve a company’s chances of selecting the right people.

Most studies that look at the return on investment (ROI) for improved selection processes show that the cost of more accurate screening tools is almost a

Healthcare providers are already feeling the pressure of increasing costs and declining reimbursements.  We are seeking ways to do more with less.  Unlike other industries, though, in healthcare we can’t simply cut staff, cut costs and perhaps even skimp on quality to get by.  At the same time that our resources are being

As discussed in the previous blog, having adverse impact against a protected group does not mean that your selection processes are “bad” or discriminatory. There are many factors that affect adverse impact, including the applicant pool, minimum standards, sample size and the formula that is used to determine if it exists.

The existence of adverse impact opens the door to potential legal challenges.  Two government agencies, the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP), act as the investigatory and enforcement agencies that examine unfair hiring practice allegations. The list below describes suggestions for ensuring that you have the information needed to

A friend of mine recently had a health scare. While the doctors were trying to diagnose her, people would whisper – do you think it is the “Big C?” It was like saying the word (cancer), might bring on some curse or cause everyone within earshot to be stricken with it. Many HR professionals act the same way when it comes to adverse impact. Discussions about adverse impact happen

Why are so many hospitals focused on improving their hiring and promotion systems? It’s primarily about reducing costs and enhancing quality.  Hospitals need to reduce the costs associated with turnover and work-related injuries.  They need to eliminate applicants who are likely to commit medical errors while improving patient satisfaction scores.  They need a workforce that is service focused and able to thrive in a ‘lean’ environment.  Just as important, but not as often their first thought – reducing legal risk.   There is heightened scrutiny of hospitals by the OFCCP and EEOC.  Over 15,000 Federal employment discrimination suits are filed each year.  Nearly 100,000 EEOC claims result in recoveries of almost $400 Million.  Hospitals saw an 18.6% rise in EEOC bias claims in 2010, and the healthcare industry as a whole saw a 21.7% increase. (HealthLeaders Media's article EEOC Healthcare Bias Complaints on the Rise.)