How ESP Addresses the 1978 Uniform Guidelines on Employee Selection Procedures:

• Establishes job requirements and business necessity through a job analysis, which identifies critical aptitudes and motivations for an open role.

• Measures a candidate’s ability to exhibit these important work-related behaviors.

• Provides clear documentation of the skills, motivations and knowledge required for a role, establishing business necessity for the criteria you quantify.

• Creates close link between assessment and job content by having current job holders and supervisors set the criteria, which helps ensure required motivations and skills reflect job needs.

• Provides hiring managers with the ability to set aptitude scores at the lowest level that could competently do the job.

• Meets the Uniform Guidelines for content, criterion and construct validity.

Legal Considerations in Hiring AssessmentsThe Benefits of the Emergenetics Selection Program

While many companies use assessments in hiring, not all are legally valid. The Emergenetics Selection Program (ESP) helps your company hire the best candidates based on job fit while adhering to established standards and guidelines.

When evaluating assessments, there are several federal regulations to consider, most notably: the 1978 Uniform Guidelines on Employee Selection Procedures, which were designed to standardize hiring protocols, and the 2014 Standards for Educational and Psychological Testing. Both are well-known and globally recognized hiring standards.

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How ESP Addresses Content, Construct and Criterion Validity:

• Defines critical skills and motivations for a particular role in the job analysis, and then assesses candidates on their ability to meet these requirements, giving content validity.

• Measures cognitive ability (the number one predictor of job performance), according to the needs of a particular role, so better fit in the candidate’s results indicates better job performance, giving criterion validity.

• Measures motivations, according to the needs of a particular role, so better fit in the candidate’s results indicates better job performance, giving construct validity.

©2018 EMERGENETICS, LLC

How ESP Addresses the 2014 Standards for Educational and Psychological Testing:

• Fulfills standardization requirements in its content and administration, meaning the directions to examinees and scoring procedures follow the same detailed procedures.

• Satisfies the norming, scaling, standard errors and sampling data required by these Standards (read our technical report for specifics).

• Meets content, criterion and construct validity that indicate it is a valid assessment.

The information contained within is not legal advice for your company to use in complying with EEOC regulations. Instead, it provides you with background information to help you better understand the regulations the EEOC adheres to. This legal information is not the same as legal advice. Please consult with your attorney on how this information applies to your specific circumstances.

Contact our experts at selection@emergenetics.com for more information about using hiring assessments in your selection process.