![]() Otherwise said, professionally developed pre-employment IQ tests are legal if they’re created for a specific job role but can become discriminatory and potentially illegal if you use the same IQ test for a position that doesn’t require the same knowledge and/or skills, or if they result in a disparate impact on hiring.įor example, in the Griggs v. If they fail to do so, they might face discrimination claims. If an organization is using an IQ test for hiring, it’s their responsibility to make sure that the test they’re using is reliable, professionally developed, and provides consistent results that predict job success for this specific role. ![]() Cognitive aptitude tests, combined with role-specific skills tests and personality and culture tests might be a much better alternative to job IQ tests. This is why IQ testing is mostly becoming an obsolete recruitment strategy. The result you get from an IQ test only provides you with a number, which doesn’t paint the whole picture, and doesn’t allow you to decide whether that candidate is the right fit for your company. ![]() But IQ tests only measure the intelligence of a candidate, rather than their ability to perform well.
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