A brief history
Employment tests have been used for decades to test an individual’s potential for job performance, training possibilities, and general behavioral attitudes. The first wide scale tests in Canada were designed for the Canadian military. They were designed to screen recruits for military services, and placements in various military units. Since that time, employment tests have evolved and have been designed to test potential and current employees for almost all types of jobs, working conditions and KSAO's.
Over time, court challenges and ever-changing laws and regulations, combined with skepticism about the fairness and validity of these tests, has led to both government and professional associations to develop and administer separate standards to ensure that the tests used remain not only fair, reliable and unbiased, but that they also protect the validity of the results obtained and the decisions affected by them.
Major Standards
In the eyes of the courts, the only tests with any value in terms of hiring decisions are those that meet accepted professional standards for the development and use. (Catano, Wiesner, Hackett, & Methot, 2005) To develop a valid and reliable test, could take a considerable amount of time. It must be tested in a variety of ways to ensure consistent results. At this stage a test could be undermined by widespread publication or misuse. Most professional associations will only use a test that has met the 4 standards of: fairness, unbiased, reliability and validity. Most reputable test publishers require purchasers to establish their expertise in using a test before purchasing it. This helps safeguard it against misuse of tests and information collecte ...