Do HireSmart Assessments comply with EEOC, ADA and 1991 Civil Rights regulations?
Job related assessments are essentially the only way to document objective and non-discriminatory hiring practices. Only the assessment components are purely objective. Tests and assessments (unlike interviewers) are incapable of being influenced by the applicant’s race, gender, national origin, religion, age or disability. Assessments must provide fair and equal employment opportunities to all applicants. Assessments must avoid adverse impacts against any protected groups. HireSmart assessments offer a benefit in that they establish documentation of a non-discriminatory selection process. Any selection decision must incorporate information from a number of data points. The candidate’s attitude, skills, interpersonal competencies, education and experience must also be evaluated.
Related Questions
- Do your assessments comply with all state and federal requirements (EEOC, Title VII of the Civil Rights Act, Age Discrimination in Employment Act, ADA, etc.)?
- Do HireSmart Assessments comply with EEOC, ADA and 1991 Civil Rights regulations?
- What happens if Missouri S&T fails to comply with the SEVIS regulations?
