Question

The pre-employment tests for administrative assistants measure typing speed and accuracy. The current company need for administrative support is in the area of competency with computer software programs such as Microsoft Office and payroll/finance software. The new supervisor decides to develop a test and administer it after each interview. As the HR director, what would concern you the most about this scenario?

A. The tests should be given only after an offer of employment is made.
B. The tests have not been proven to be reliable and valid predictors of job success.
C. The tests were administered without prior approval from HR.
D. The physical space that the test was administered in wasn't adequate.

Answer 1

The most concerning aspect of the scenario as the HR director would be option B: The tests have not been proven to be reliable and valid predictors of job success.

Step-by-step explanation:

The most concerning aspect of the scenario as the HR director would be option B: The tests have not been proven to be reliable and valid predictors of job success.

It is important for any pre-employment test to be reliable and valid, meaning that it consistently measures what it is intended to measure and accurately predicts job performance. Without this assurance, the tests may not provide useful information to make hiring decisions.

An HR director should ensure that any tests used in the hiring process have undergone proper validation and have a solid foundation of evidence supporting their effectiveness.