Candidates may object to psychometric testing

first_imgCandidates may object to psychometric testingOn 20 Feb 2001 in Personnel Today Previous Article Next Article Companiesusing automatic psychometric testing to look for potential employees or promoteexisting staff could fall foul of regulations in the Data Protection Act.Compliancemanager at the Information Commission, Margaret Manwaring, told Personnel Todaythat legal technicalities in the Act mean staff would have the right of appealagainst electronic means of deciding they were unsuitable job candidates.Thismeans employers would have to tell candidates the process was automated andprovide them with an alternative way to make an appeal. Manwaring said,“Candidates should be warned that the decision will be taken automatically andgiven 21 days to appeal for that decision to be reconsidered. Thedecision-maker still has the power to reject them if they have grounds.”Theregulations apply to people applying for positions or those already in jobsbeing selected for promotion.Employeesalso have a right to know the decision-making process involved in any automateddecision that has affected them.Companiesfailing to comply with the Act and the code could face legal action fromemployees or the Data Protection Commissioner.Employersmust also ensure that any psychometric tests they use does not discriminateagainst staff. Providing tests only in English, for instance, woulddiscriminate against non-English speaking applicants.TheData Protection Commission changed its name to the Information Commission inJanuary. Comments are closed. Related posts:No related photos.last_img