How Science and Compliance Work within Pre-Hire Assessments

How Science and Compliance Work Hand-in-Hand within Pre-Hire Assessments

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This FREE webinar was recorded on:
December 05, 2013
01:00 PM - 02:00 PM EST

Hiring the best talent is a top priority, and pre-hire assessments are a valuable tool. When these assessments are implemented properly they can help predict future job performance, turnover, and cultural fit. However, if not legally compliant, an “off-the-shelf” assessment can lead to costly and time-consuming audits and potential lawsuits, which can negatively impact an organization in many ways.

The cost of non-compliance is quite high. For cases relating to external hiring, the average fee to settle out-of-court is $590,266 per EEOC case and $668,785 per OFCCP case. In situations where cases actually go to trial and are ruled in favor of the plaintiff, the average cost to the organization is over $13 million!
While the government’s view of healthcare and hospitals is still somewhat vague, it has been widely reported that the US Department of Labor, the OFCCP and the EEOC all believe that the healthcare sector will be scrutinized heavily on the subject of compliance.

So, it’s critical that a company work with a vendor that ensures that pre-hire assessments are done the right way.  Specifically, companies should ask whether assessments are trained by Industrial/Organizational psychologists to be sure that they are reliable, valid, and free of bias.

In this presentation we will:

  • Learn what to avoid when vetting pre-hire assessments and vendors.
  • Explore what makes an assessment TRULY statistically valid.
  • Examine the pre-hire process and discuss how seemingly harmless steps can present significant risk.
  • Identify key areas MOST at risk for scrutiny and audits.
  • Look at research and data findings from a simplistic and accessible point of view.
  • Develop a checklist of actions that you can immediately apply to your pre-hire process

Presenters:

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