Protecting Job Applicants' Privacy Rights When Using Pre-Employment Honesty Tests.

Autor/inn/en	Jones, John W.; und weitere
Titel	Protecting Job Applicants' Privacy Rights When Using Pre-Employment Honesty Tests.
Quelle	(1989), (22 Seiten)Verfügbarkeit
Beigaben	Tabellen
Sprache	englisch
Dokumenttyp	gedruckt; Monographie
Schlagwörter	Tagungsbericht; Honesty; Job Applicants; Job Application; Privacy; Screening Tests + Suchen Sie Ihr Suchwort? Ehrlichkeit; Bewerber; Bewerbung; Privatsphäre; Screening-Verfahren
Abstract	The estimates of employees who steal range from approximately 20 percent to 40 percent. While researchers are still attempting to quantify both the total frequency and cost of employee theft, the existence of meaningful amounts of theft by employees is widely accepted. Professionally developed pre-employment honesty tests do not appear to infringe upon the privacy rights of job applicants. Privacy issues are relevant to instrument selection, administrative procedures, accuracy of results, confidentiality and security, and groups with special concerns, such as minorities and unions. Honesty tests are one of many loss control programs that can help companies control their theft-related losses and better avoid negligent hiring lawsuits. Honesty tests need to be job relevant, appropriately administered, valid and fair. They should comply with all relevant legal and professional standards for psychological tests. Finally, many workplace privacy issues, such as inappropriate search and seizure, and wrongful discharge are not relevant to pre-employment honesty tests. Companies should make sure they use professionally developed and validated honesty tests. In an age where companies must control theft-related losses while at the same time avoiding privacy-related law suits, pre-employment honesty testing programs appear to be an acceptable strategy on both fronts. (ABL)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01