In the past the Resort has used a simple selection process. Applicants for vacan

Question

In the past the Resort has used a simple selection process. Applicants for vacancies complete an application blank that is screened by the secretary. The employment supervisor or the department manager then interviews the successful applicants. In some instances departments used additional tests which were developed at the Resort. The employment supervisor maintains some background information but not on a consistent or structured basis. Mr Jones wants to know if we can use the tests created at the Resort and how to make them more legally defensible?

Explanation / Answer

For the information of Mr Jones; we can use the tests created at the Resort for shortlisting and selection purpose of job. To make the test more legally defensible, the tests should be designed in such a way that it provides all candidates with an equal opportunity to show their knowledge and it should not discriminate them based on race, color, national origin, sex, religion, etc.

To make a legally defensible test, the best practices in content development should be followed and it should ensure that tests accurately and fairly measure knowledge, skills and abilities for all candidates without any kind of discrimination. The contents of test should be directly related to the job and considered as basic requirement to perform that job. The process of testing should we well written and standardized. The steps should be included in standardizing the process are conducting a rigorous review, collecting and analyzing data and documenting the results.

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