Physical Ability Testing Is Used To Select Applicants For

The Americans with Disabilities Act (ADA) “prohibits discriminating against an individual in the selection process” (Moran, 2014, p. 32) due to a potential disability. A disability can be defined as a mental or physical condition that can result in some sort of handicap. As a result, the employer may be required to accommodate the people who are considered as disabled, to help them perform his or her job duties.

7. Using employment tests that measure applicants' disabilities, instead of their ability to do the job.

This practice test gives you an opportunity to respond to the types of questions contained in the ExxonMobil Operations Pre-employment Selection Battery. The test battery is made up of five tests. Each test measures a different ability, or set of skills, that has been shown to be necessary to perform ExxonMobil Operations jobs. All of the tests contain multiple-choice questions, with four response options, labeled A, B, C, and D. The correct answers are provided on the last page for you to check your answers. When you attend the test session, you will mark your answers on a separate answer sheet. Brief descriptions of the five tests and sample questions

3. The use and characteristics of simulation - assessment in a simulated environment should only be used where evidence in the workplace will not be demonstrated within an

This test is used eliminates candidates potential to use mental processes to solve work-related problems. Validity test is a general cognitive test that is good predictors if the candidate is able to perform the job; however, more complex jobs the better test results the tester will have. This test has demonstrated to produce many valid outcomes such as performance and successful training as well as predict job performance for complex jobs. One of the disadvantages to this type of test is that it is time consuming to develop if not purchased off of the

A competent criterion-related validation study should be based on a sample that is reasonably representative of the work and candidate pool. Some example of tests that Tanglewood can to conduct and used for employment

People with disabilities have become an integral part of the workforce. The ADA forbids discrimination against people with disabilities when recruiting, hiring, training, and compensating employees (Sotoa & Kleiner, 2013). The ADA prohibits discrimination against people with disabilities in employment, transportation, public accommodation, communications, and governmental and establishes requirements for telecommunications relay services (activities (Stryker, R. (2013). Employers are not allowed to ask employees if they have a disability. The employers are not allowed to ask employees with disabilities to undergo a medical exam before an offer of employment unless all applicants are required to take the same exam (Kaye, Jans, & Jones,

There are certain instances where individuals need to have certain characteristics in order to perform a job duty successfully. A great example of these qualifications would be a movie company looking for someone of a specific race to play a specific part in a movie. Some jobs also require a certain amount of stamina and physical strength, such as lifting heavy boxes all day. It would be silly for a company to hire a 65 year old frail person for this job since they obviously would not be able to complete their daily duties in a timely or efficient manner. “To protect an employer from liability for discrimination, BFOQs must be a matter of business necessity and not mere pretext” (Lily,

Benchmarking jobs was a critical step in developing grades and ranges. Some of the job descriptions in the survey data did not clearly relate to the jobs in FastCat, which caused us to avoid those particular survey jobs. Due to these discrepancies among the job descriptions, we decided to evaluate the descriptions that most clearly matched the FastCat jobs. For example, in the Business and Marketing pay structure, the Administrative Aide requires very basic qualifications, such as a high school diploma and competencies in basic skills, such as word processing and simple administrative tasks. We felt that this most closely identified with the Office Support 1 position because its description involved simple word processing tasks as well

The case of Dothard v. Rawlinson presented two separate factors, the first was that of discrimination against gender based upon height and weight, the second was discrimination against women impartially (Cornell University Law School, n.d.). The court upheld that limiting hiring based on height and weight could not be a substantial judgment of strength. This ruling paved a new road for several individuals to enter into a career in law enforcement that had previously been restricted from doing so. The statistics presented in the Dothard v. Rawlinson case displayed that over 40% of females were automatically eliminated from the application pool due to the height and weight restrictions, consequently, less that 1% of male applicants were affected

This assessment is evaluated and analyzed by trained professionals so the room for error is very limited. These professionals analyze the job requirements, test results and advise whether the applicant will be an acceptable candidate for the job opening. They will help find the appropriate fit for the job, department, and

Title VII states that an employee cannot be treated differently because of sex unless sex is a bona fide occupational qualification (BFOQ). When used as a defense, bona fide occupational qualification (BFOQ) allows an organization to hire and employ individuals on the basis of the qualifications reasonably necessary to the normal operation of that particular business or enterprise. This paper will discuss the necessary steps employers must take in order to justify using sex as a discriminator when hiring employees and review some known cases where BFOQ was used as a defense.

In a study, when recruiters were asked to choose a suitability applicant for employment in a hypothetical administrative assistant position. They ended up giving less employability rating to applicants with a disability compared to the one without disability. This clearly shows stereotyping in few work places. (Bricout, John C., and Kia J. Bentley.).

2) This company will not discriminate in hiring practices or procedures based on physical deformity, physical limitation, or mental/ physical defect, unless the position is such that the posted position requires levels of mental and/or physical fitness that cannot be adaptable with modalities to enhance those applicants to fit the posted health and fitness requirements specific to the job.

2. Explain the purpose and benefits of fitness testing drawing on examples from your chosen activity (5 marks):