This includes competency tests and other assessments. In many cases, organizations have profiles for key jobs, especially those in management, describing what it takes to be successful in the jobs. Human resources and the division head--perhaps your chief financial officer--should run an assessment on the candidates that compares them to the profiles. Although each candidate may appear capable on the surface, the tests will highlight and differentiate their actual skills and abilities.
Explain to candidates how they will be screened and what skills and competencies will be evaluated. Also, inform them why these skills and competencies are important to the job and the organization. In many cases, the use of an outside third-party assessment company can help ensure that the process is fair. This is especially important given the uncertainty that often surrounds mergers.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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