Pre-employment tests (ie: math test)

HRratrace

Hello everyone! And Happy Monday to you all!
I have a guestion regarding pre-employment testing. I have put together an "order puller" test...it involves the following:


Section 1 - Multiple Choice Matching
Candidates are asked to select matching part numbers. Here is an example:
1) VSM07P12
a. 07P12VSM
b. VSM07P12
c. V5MQ7P12
d. VSM07PL2
The correct answer is "b"

Section 2 - Basic Math (add, subtract, multiply, divide). Here is an example:
26) 250-100
The correct answer is 150

Section 3- Word Solving (also math)
Here is an example:
1) A customer orders 250 pieces of a product. The product is packaged 25 to a box.
How many boxes do you pull for that order?
The correct answer is 10.


Having illustrated what all this test involves, here is my question...Do I have to put this test through any type of validity testing before I can "legally" use it as a hiring tool? My goal is to eliminate candidates that miss over 10 questions on this test...obviously we need to hire order pullers that can accurately read and pull an order. I am wondering if I can even do this legally...looking for your opinions on this.

Any help/advice you can offer would be much appreciated. Thank You!!!

Gillian3

This type of test is exactly what "job related" means. A validity evaluation won't become important unless someone challenges the test as part of a discrimination charge. Why don't you gather the documents that you used to develop the test items (order forms, etc.), the job descriptions that reference the forms, write a one page description of what you did to develop the test and why the test items fit the job, put it all in a binder and, there you are, you have a validity report.

HRratrace

[font size="1" color="#FF0000"]LAST EDITED ON 03-01-04 AT 02:14PM (CST)[/font][br][br]Sounds good...I can handle that.

Thanks for your help

P.S. Still interested in any other thoughts that ya'll may have...so please feel free to add your two cents...

MS HR

I THINK you did a great job.
Go for it!
One minor consideration is the person who doesn't read well; can they have the test read to them?
What about a visually handicapped person?
On the whole, though, great job.

marc

MS HR, If the job requires a person to be able to read at the level being tested, matching numbers, etc and these are part of the job description, then having someone read the items would constitute an unreasonable accomodation.

MS HR

good point

Nrdgrrl

Also, have you thought about giving the test to those already doing the job in order to see if the score you are looking at is really a good determinate of success in the position?

sonny

Nrd makes a good point. Also, I was not clear as to how many questions there are total. If they miss 10 they are out..but if there are 100 questions that means the "pass" point is 90. If your existing employees average 75, you might want to rethink your "pass" point.