The short answer, lots of companies. The more complete answer, however, is companies where there is expected turn over and companies who provide services to people. The companies who are hiring are often the larger organizations who always have openings because of people moving up, people moving on and people retiring. To apply and get noticed by these organizations, you need to look at what jobs are offered and how well you match the posted job requirements. These are often the US major employers. Read more…
ECI® Blog
Establishing Validity of Selection Criteria – Part II
January 22nd, 2009 by The ECI Team
When it comes to assessing the validity of behavioral event interview questions, we need to understand what we are attempting to do. Some people loosely use the term “validity” to mean “we had the questions reviewed by our legal counsel, or senior management, or our consultant, to determine whether they met standards for selection in the Uniform Guidelines.” This approach is a first step in ensuring validity of a question, but it certainly doesn’t meet the full criteria. In this context, however, there are a few points to check as you begin to assess validity of your questions. Read more…
Establishing Validity of Selection Criteria
January 8th, 2009 by The ECI Team
We build structured hiring processes for our corporate clients. Some of the processes we see, prior to the revision, are long-drawn out systems of multiple steps and the collection of data that one would be hard pressed to review, much less show that the step was job related. The issue of valid selection criteria is emerging as a area of interest to employment lawyers. Today, you need to be able to show the validity and business necessity of any selection criteria you use. You must be able to document that the standards you use for selection are in fact essential to the job and/or predictive of success on the job, while not causing disparate impact on protected classes. You must be able to show through statistical analysis of your workforce data that the selection criteria is in fact related to factors demonstrated by your own workforce at particular established levels. Read more…
Part 2: Devising Selection Standards for Hiring New Staff
October 17th, 2008 by The ECI Team
Adverse impact occurs where there is a statistically significant difference between selection, promotional, or compensation levels between members of a protected class and an appropriate comparison group.[1] However, according to the 1991 Civil Rights Act, this difference only amounts to discrimination if the tools used to make the business decision are invalid and not consistent with business necessity. In other words, numerical and significant differences between the selection rates of groups are allowed, as long as the tools responsible for those differences are in and of themselves valid and reliable and have been developed following a rigid, standard, and legally defensible validation strategy. But the employer is still responsible to show how the test is job-related and meets a business necessity, even in these cases. Read more…
Part I: How To Increase The Quality of Your New Hires
October 16th, 2008 by The ECI Team
Companies are increasingly seeking out ways to enhance the accuracy and effectiveness of their hiring and promotional processes. They are exploring the use of a variety of tests and measures to gather the information they need to make better decisions. They look to tests to help them increase objectivity within their processes and to get to the root of an individual’s real talents and potentials.
Employers worry that if they put a test into their selection or promotional process that managers will rely too heavily on the results. This can be a pitfall of such tools, since most well-constructed tests tend to be quite accurate in the results they produce. If the selection process lacks sufficient steps, or if the steps are not effective, managers probably will resort to trusting the test to make the decision. Read more…
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