Q: Does the Tescor Survey screen out people who lack necessary qualifications for the job?
A: The Tescor Survey does not screen out people based on qualifications for a job. Applicants are screened out based solely on the answers provided in the 4 categories: theft, drugs, faking and hostility.
Q: Has American Tescor, or any of their customers, ever been sued for discrimination or otherwise because of the Tescor Survey?
A: Although American Tescor has received EEOC inquiries, it has never had any EEOC or legal action arising out of its testing processes in its nearly 30 year history. The Tescor Survey was designed to elicit admissions of theft and drug activities from job applicants. These data provide direct evidence for the validity of the Tescor Survey. The data from our National Validation Study and others support findings that the Tescor Survey is both valid and nondiscriminatory.
Q: Is the Tescor Survey subject to the rules and regulations of the FCRA?
A: Tescor Screening and other pre-employment tests are not subject to FCRA or similar statutes because no outside third parties and/or agencies are utilized in determining an applicant’s score.
Q: Is the Tescor Survey valid?
A: A test or survey is valid to the extent it does what it was designed to do. For example, the Tescor Survey was designed to elicit disclosures of high risk behaviors from job applicants. A national study involving more than 1,000,000 Tescor applicants clearly demonstrates it reliably obtains disclosures of theft, substance abuse, hostility, and lying. The National Validation Report is available, upon request.
There are no governmental or private agencies that validate or approve pre-employment tests. However, the development of the Tescor Survey involved a significant amount of research and beta testing at the University of Washington and Portland State University prior to its commercial use. American Tescor regularly provides clients with validation studies that include EEOC compliance reports.
Q: Is the Tescor Survey non-discriminatory?
A: In order to avoid adverse impact, the passing rate for the protected classes (non-whites, females, and those over 40), must be 80% or more of the relevant comparison class. The Tescor Survey is designed so that the protected classes always pass the 80% rule by a wide margin in any adequate sample.
Q: If a company were to become the subject of an EEOC challenge regarding the validity of the “behavioral survey” or challenging their exclusion from employment due to a Tescor disqualification, would American Tescor participate in and support the company in such investigation and/or litigation?
A: Absolutely, as long as the survey was being used as described in our training materials. We provide a hold harmless clause in our service agreement for our client's authorized use of the Tescor Survey and we have our professional liability insurance with the American Psychological Society.
Our recommendation to all our clients is to not hire any non-qualified applicant. Our research shows these non-qualified applicants to have five times the work comp cost compared to qualified applicants. Another legal risk in hiring non-qualified applicants is the potential for discrimination.
Q: Does a company have to administer the Survey to all applicants, regardless of position or department the applicant is applying for?
A: You do not have to give the survey to all applicants but you should apply in a consistent manner by selected job categories and/or departments.