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Companies that have developed job descriptions and candidate profiles that are detailed and well aligned with success factors for jobs will have the most useful output from talent assessments.

Organizations must be careful to conduct assessments in a consistent, standardized manner to generate reliable results.

In 1978, the EEOC adopted the Uniform Guidelines on Employee Selection Procedures or “UGESP” under Title VII.

UGESP provided uniform guidance for employers about how to determine if their tests and selection procedures were lawful for purposes of Title VII disparate impact theory.

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Some companies test applicants for employment to determine if candidates are a good match for their job vacancies.

Ethical hiring standards dictate that assessments be delivered to all candidates for a particular job and not applied selectively.

In some cases, you will be notified if the company is interested in hiring you.

Requirements must be measured in a relevant way using items that are appropriately geared to the level of the Requirements that are required on the job.

The format of written test questions should be addressed and may include multiple choice, true or false, open-ended, or essay type.

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