Tuesday, February 24, 2009

Frequently Asked Questions regarding the Tescor Survey

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.


Anonymous said...

What? Not address job qualifications?! If someone is a thief, a liar, a drug abuse, or would threaten my employees or customers; I'd say those are important job qualificatinos

N@nF0ster said...

How can a survey predict a person's behavior. Perhaps I don't see what others do, but I just don't understand how taking a survey can predict their behavior.

In my own personal experience, there is nothing like past behavior. Take my 4-yr old for example. I have taken her shopping for groceries twice last week. Each time she threw a small fit when she didn't get her favorite breakfast cereal or but the fuzzy slippers that caught her eye.

I concluded that she pitches a fit when she sees something she wants but is told she can't have. Funny thing. This week was exactly the same as last week (except we when shopping 3 times and had 3 fits).

I'd say behavior is a better predictor of behavior than a survey ever could be.

John said...

This test is crap. A friend just failed it when rehirering. He is a very honest and trustworthy person. We are losing a reliable and honest employee. Now we will hire the next good lier. This survey sucks!!!!!

Anonymous said...

I agree with John that this test is crap. My daughter's boyfriend just took it and failed. He does not do illegal drugs, is not a thief, not violent and is a hard worker who does not have an entitlement issue. In fact, he was accepted to Harvard and several other high quality colleges as a pre-med student and is one of the nicest, most polite young men who has repeatedly demonstrated a seemingly endless amount of patience. Now my husband will not be able to hire him and who knows what sort of "qualified" person he'll end up with. Pretty stupid considering it's for a contractor's helper position which requires absolutely no interaction with the public and offers no opportunity to steal or situations that might set off any form of violent behavior (not that those would be a problem anyway.)

Anonymous said...

I don't agree,I recently had given the tescore to a possible employee,she was a young female. She stated that she may have answered a question wrong and was a bit worried. She stated that there was a question on the survey that asked. Do you feel everyone should be able to defend themselves against violence. She replied yes to the question. And did indeed fail the survey. I do agree with the young womens responce. If my daughter were in a position to have to defend herself against a crazed mad man, I would hope she to would be able to protect herself. I don't think to some degree this survey is fair and up with our times of a very violent world in which we live. certainly hope that a surey does not keep young people who were raised with respect and dignatity from entering the work force from protecting themselves against violence.

Anonymous said...

I took the Tescor survey this morning and passed with flying colors. That was strange to me cause I have stolen from work, have done drugs, and have a fellony conviction for 2nd degree theft. Wow good test it is. I just remembered all my other responses and answered questions as I thought the wanted me to.

Ben Haddad said...

We've been using the Tescor Survey (it's now known as IntegrityFirst) for over 10 years. From an HR perspective it has really been helpful because it helps us quickly identify which candidates we want to invite in for an interview. Over the time frame that we began using the survey, it went from one of the additional tools that we would use with certain positions to a step that must be taken for all positions before interviews can begin.

I get that not every candidate may love it (especially those who get a not-qualified determination) but we have found that the candidates that do pass it are demonstrably better candidates that produce far fewer post-hire headaches. That's why we have adopted the position that all candidates must pass the survey before we will schedule an interview.

That is our 14 year experience with Tescor. Say what you will, but for us; it just works.