EXECUTIVE SELECTION
Turknett
Leadership Group is highly cognizant of its clients' needs to minimize
legal risks in their hiring processes. The Turknett process for
Executive Selection does not increase your legal liability in hiring.
If
an assessment is designed to test for attributes related to professional
performance, and is utilized by an employer as a predictive measure
regarding the individual's potential performance in the workplace,
it is a legal and proper test under the Americans with Disabilities
Act (ADA), established by the Equal Employment Opportunity Commission
(EEOC). The assessments used by Turknett Leadership Group have demonstrated
strong predictive validity to professional performance.
Given
that (1) Turknett's assessments validly predict an individual's
social and communication skills, decision making style, management
and leadership capabilities and personal characteristics and that
(2) we are evaluating the candidate specifically for qualities which
have been identified by a job analysis as necessary for success
in the position, we are in compliance with the ADA and the EEOC.
The EEOC has never ruled against an employer when a job analysis
has been used.
Sources:
Arthur Gutman, Ph.D.
Professor of Psychology, Florida Institute of Technology.
Author of EEO Law and Personnel Practices.
Jane
Goodman-Delahunte, Ph.D. and JD
Administrative Judge for the EEOC in Los Angeles.
Dr. Walter
Jackson
Industrial and Organizational Psychologist.
