Supreme Court Ruling Urges Validated Testing for Employment Screening

Following the Supreme Court’s ruling on Monday, June 29, 2009, that white firefighters who earned top test results on an exam were the victims of illegal discrimination in New Haven, Ct., officials watch for the domino effect on hiring and promotion policies in all industries.

As David G. Savage from the Los Angeles Times reports, “because the ruling interpreted Title VII of the Civil Rights Act, it applies to all employers, private as well as public.”

Another analyst, Steven Greenhouse, from The New York Times writes that “employers are (now) expected to work harder to make sure their written tests – indeed their entire selection process – are fair.”

With the generic guidelines implied by the Supreme Court ruling, business owners must take extra precautions in ensuring validated exam content.

Keep NurseTesting.com in mind for your healthcare competency exams. Each exam, tailored towards specific job duties and requirements, follows the Uniform Guidelines on Employee Selection Procedures and complies with the Department of Labor and Equal Employment Opportunity Commission (EEOC).

Without validated exams, you could be subjected to a Title VII action should your selection procedures have Adverse Impact. NurseTesting works diligently to ensure the least amount of Adverse Impact on its clinical assessments.

Adverse Impact – a statistical concept that is generally used to mean there is a “substantially different passing rate” between two groups, such as Caucasians versus minorities on a test or exam. This could lead to litigation by candidates against potential employers, claiming the exams were unfair or biased.

Over 500 staffing agencies and hospitals around the world
trust NurseTesting.com for their testing needs.