01:05 Pre-employment testing can be an effective means of determining which applicants are most qualified for a particular job. At the same time, employers must proceed with caution, because use of these tests may violate federal and state nondiscrimination laws.
01:33 Cognitive tests assess reasoning, memory, perceptual speed, and accuracy. They can also measure skills in arithmetic and reading comprehension, as well as knowledge of a particular function or job.
01:49 Physical ability tests measure the physical ability to perform a particular task or the strength of specific muscle groups, as well as strength and stamina in general.
02:01 Sample job tasks are administered to assess performance and aptitude on particular tasks. These could include performance tests, simulations, work samples, and realistic job previews.
02:15 Personality tests and integrity tests assess the degree to which a person has certain traits or dispositions, such as dependability, cooperativeness, or safety.
02:36 Finally, background checks provide information about an applicant’s employment history, education, criminal record, or financial history.
03:10 Pre-Employment Testing Must Not Violate Nondiscrimination Laws
06:06 EEOC Pre-Employment Testing Best Practices
07:50 There are a number of reputable vendors in the marketplace that offer pre-employment screening solutions and can help you in navigating some of these issues. Due to the number of legal issues involved, it would also be prudent to consult with a knowledgeable employment law attorney to make sure that your practices comply with the law.