If BSS does not adhere to these rules, then it would be violating the rules of any business operation. EEO has enforced rules that hinder BSS from obtaining information about an applicant's age if it is unreasonable to peg the job position on age alone. EEO stipulates that if BSS insists on job tests, then the tests must be related to the job and BSS must include people from all races, of different color, background, religion, sex and should not make the judgment based on disability. BSS must have a sign language interpreter on standby in case an applicant needs an accommodation. Such an accommodation must be made available by BSS. However, the accommodation must not cost BSS significantly challenging expenses (McLean, 2006).
How BSS can know that its background testing programs are effective
The results in the report indicate that the work samples and the clerical tests are crucial in the selection procedure of CSRs. The tests on work samples generate similar results. This demonstrates that the tests were redundant. The clerical test has proven to be an effective predictor of a unique criterion. Therefore, the application of both the work sample and the clerical test seems to be the most effective combination in making predictions (Heneman, Judge & Kammeyer-Mueller, 2012).
Recommendations to BSS's initial assessment process
Looking at the results, they suggest that the work sample and the...
These are what will be used to gauge whether or not the candidate qualifies for the position in terms of their education background. Therefore, there is no need for a paper and pen integrity test since a successful candidate has already passed the integrity test if they have the required education qualifications. Question 4 I would use a structured behavior interview that is designed specifically for this particular job. This is
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