June 4, 2014
Businesses have long employed testing to aid in the decision-making process for hiring, advancement, and retention of employees. By using behavior modeling, personality tests, competency mapping, cognitive skills testing, drug and alcohol screening, physical capacities evaluations, and medical examinations, employers can obtain data that assists in identifying and vetting candidates who are a good fit with organizational goals.
Some industries are required by regulation to perform qualification testing in safety sensitive occupations. Testing can assist in predicting a candidate’s potential for performance and reliability to fill a particular role, and many employers attest to the success of using such tools to separate the wheat from the chaff (i.e., those persons of high quality from those of lower quality).
In the webinar, the panelists discussed the effectiveness of such programs and how they can create potential legal liability.
April 15, 2021
January’s changing of the guard in Washington means new (and some familiar) ideas about workplace laws and regulations. This presentation by Sarah H. Lamar for SHRM Savannah highlighted the changes…
August 20, 2020
HunterMaclean teamed up with Sterling Seacrest Partners, Ad Specialty Services, and Infinity, Inc. for a panel discussion about the impacts of COVID-19 on information technology. The webinar took place via…
May 28, 2020
https://www.youtube.com/watch?v=mTf35McUKqA HunterMaclean attorneys Christopher “Smitty” Smith and Sarah Lamar joined Brett Godwin, Chief Operating Officer of Sterling Seacrest Partners, and Suzanne Kirk, owner of Employee Development Strategies, Inc., for a…