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Race-norming, more formally called within-group score conversion and score adjustment strategy, is the practice of adjusting test scores to account for the race or ethnicity of the test-taker. [1] In the United States, it was first implemented by the Federal Government in 1981 with little publicity, [ 2 ] and was subsequently outlawed by the ...
Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance , then it is economically useful for the employer to select employees based on scores from that test.
Integrity testing for employment selection became popular during the 1980s. [2] Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). [2]
Inside the elaborate $85,000 tests Fortune 500 companies give CEO candidates to determine if they’re right for the job Trey Williams August 21, 2023 at 7:16 AM
The Chitling Test (originally named the Dove Counterbalance General Intelligence Test) was created by Adrian Dove, State Employment Officer at the Watts State Employment Service office in Watts, California (1966).
The General Aptitude Test Battery (GATB) is a work-related cognitive test developed by the U.S. Employment Service (USES), a division of the Department of Labor. It has been extensively used to study the relationship between cognitive abilities, primarily general intelligence, and job performance. [1] [2]
The Temu platform first went live in the United States in September 2022, and ran ads during the February 2023 Super Bowl. [19] In March 2023, Temu launched in Australia and New Zealand. [1] In the following month, Temu launched in France, Germany, Italy, the Netherlands, Spain, and the UK. [3] Temu eventually expanded into the Latin American ...
In United States employment discrimination law, McDonnell Douglas burden-shifting or the McDonnell-Douglas burden-shifting framework refers to the procedure for adjudicating a motion for summary judgement under a Title VII disparate treatment claim, in particular a "private, non-class action challenging employment discrimination", [1] that lacks direct evidence of discrimination.