Administering Tests

April 13, 2006

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Once you've decided to test and have chosen a fair one, if the test is one you will administer yourself, consider the following guidelines:

Determine what a potentially successful applicant's test score would be, based on current employees' performances or on national statistics.
Schedule the test for a period that will not conflict with an applicant's religious beliefs.
Give the test to each applicant in as nearly identical a manner as possible.
Keep records of applicants' scores.
Make sure that any tests you administer do not discriminate against any protected groups of people.

Use these guidelines for administering any employment tests, whether they are your own tests or those from another source:

For effective test administration, you need to set aside a quiet place where applicants can be tested in private. Fair results require that each applicant be given the test under the same conditions. Applicants with disabilities may require that a reasonable accommodation be made in order for them to take the test.
Give specific instructions and tell the applicants the time limits. Encourage them to ask questions if there is something they do not understand.
To ease applicants' nervousness, you should explain:
- the purpose of the test
- that the test is only part of the selection procedure
- that their scores will be kept strictly confidential

Keeping scores confidential is a professional responsibility that must be taken seriously. Individuals taking the tests should always be permitted to see their own scores and have them fairly explained. However, don't share other applicants' scores with a test-taker. Results should be made available only on a limited basis and only after instruction has been given on the meaning of the scores.