Testing (Essay Sample)

Testing
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Testing
The rising need for businesses to get competitive advantages in the modern scene has instituted the growing demand to get the right people for the jobs. In this move, various methods have been used to screen candidates, with the aim of getting the best people to fit in the available opportunities. To this end, pre-employment tests have been adopted in many hiring process as the route towards determining the most appropriate candidates for the jobs that are on offer. In context, the tests measure individual abilities, personalities and strengths in various. In this perspective, it is plausible to note that the tests have influenced the modern recruitment processes as well as the contemporary business context.
Businesses that use the screening tests have helped many companies get the best candidates and improve their hiring techniques. In this light, pre-employment tests have helped businesses to acquire the people that are needed for the specific positions available in the company, which have led to reduced employee turnovers. In addition, the sales, forthcoming have been impressive and businesses have acquired greater levels of customer satisfaction (Chan, & Schmitt, 2008). Most of the businesses that have used the tests acknowledge the fact that getting the best people for specific jobs leads to greater productivity levels and reduces the costs associated with multiple hiring processes that often lead to the hiring of the wrong candidates who soon leave the job.
On the other hand, it is important to note that the most accurate use of the tests is a predictor for better future performance. Businesses have enhanced their ability to anticipate future performance by using the tests, which in perspective reveal how well the workforce is suited to take on the jobs in the company. The predictive ability of the tests on performance has improved the quality of policies that are made by most companies with respect to their workforce and coordination (Carless, 2009). The fundamental reason behind the predictive ability of performance of the pre-employment tests is that they measure skills in the acquisition and use of new information, skills in problem solving and other cognitive skills that are important in most contemporary jobs. In this light, the pre-employment testing have continued to help those businesses that need high standards of critical thinking or problem solving skills.
Further, pre-employment testing helps organizations to achieve the objective and legally defensible recruitment and hiring processes, which are required, by most employee organizations. In their continued use, the tests have ensured that organizations achieve equitable and fair processes in their recruitment, in ways that help reduce discriminatory practices in modern organizations (Weiss, 2010). In addition, the use of these tests has enabled companies and organizations to acquire better legal exposure in light of the employment and hiring regulations that are placed by the federal and state laws. Legal defensibility ensures that organizations have better relations with employee organizations, and improves the association of the organization with its workers. Organizations that use the pre-employment tests have gained an edge, with respect to the ability to defend their procedures and hiring practices even to the public.
On the other hand, the tests have potential dangers that have affected negatively many recruitment processes. One of the dangers that has been associated with the tests has been the over reliance on the tests and undermining all other recruitment procedures. It is important to note that tests are only guidelines for individuals who may perform well, and the traditional procedures of screening should be employed to make sure that the hiring process achieves its goal (Chan, & Schmitt, 2008). To this end, companies that have solely relied on the tests have had negative impacts and reduced performance because of getting the wrong people for the jobs.
In addition, the use of the tests has led to the screening out of good candidates who do not have the skills to make it through the pre-employment tests (Weiss, 2010). It is plausible to note that the tests provide a new platform on which candidates can be screened and their suitability determined by their score. However, the fact that some individuals are not familiar with the tests has edged out good individuals who may even perform better than those who have been accepted. It is possible to state that their use has had profound negative impacts on hiring processes, the job market and the corporate scene whose long-term effects may be disastrous for many companies who will get under qualified individuals for their jobs.
Further, the greatest criticism for the use of the tests is its ability to discriminate on various groups of people or individuals. In line with the Americans with Disabilities Act, it is illegal and against the interest of the disabled people to use the employment tests. In this light, most of the tests tend to discriminate against individuals with given levels of disabilities, and this raises moral concerns to the public. Most of the tests that are used in the modern business scene do not incorporate segments that cater for the disabled persons, and this means that the disabled individuals are automatically screened out. With time, most businesses have failed to recognize the potential within disabled persons and hence sidelined and their skills not utilized (Carless, 2009). In this respect, the tests do not meet moral standings necessary to evaluate prospective candidates. On the other hand, most of the compa...