(It's a double entendre)
To help you go above and beyond, Wonderlic goes further than what's required, and does what is best. That goes for employers and candidates. No one gets left behind, no one gets excluded. We're all about fairness here.
Diversity and Inclusion (or D&I for all the pros out there) are at the core of our mission. Driving the conversation on how to reduce bias, Wonderlic is at the forefront of utilizing predictive hiring data in a manner that prioritizes D&I. We continue to invest heavily in research to reduce bias and level the playing field, because it's the only way to build your highest performing teams.
Brought to you by your favorite acronyms:
Employers must be able to prove that any hiring processes used to find applicants are job-related. It's the law and it just makes sense. Wonderlic has employers covered when it comes to job matching. The tools we offer for hiring professionals are all part and parcel of a fair (and therefore compliant) hiring process.
Here's the sticky wicket:
It's difficult for organizations of any size to create a rigorous, standardized hiring process that also incorporates enough customization to be relevant to every job opening available. That's where we come in. Wonderlic assessments are engineered to be fast and easy to use for employers, without sacrificing the measurement of job-centric qualifications.
Wonderlic Select results are tied directly to a specific job description. Job-specific scoring allows a fair comparison across any role. Plus, the criteria used to evaluate candidates is related only to essential job components. By leveraging the Department of Labor's O*NET database, we've mapped positions by combining the most comprehensive job information with our own extensive normative data.
With federal and state regulations like Title VII (Civil Rights Act of 1964) and the Age Discrimination in Employment Act of 1967, there are legal and ethical guidelines that influence how our assessments are created. The EEOC enforces laws that prohibit discrimination on the basis of age, race, ethnicity, sex, nationality, or religion. We're proud to follow those regulations with perfect precision.
Wonderlic's team of research scientists adhere to all legal and ethical guidelines in test development. We understand that selection decisions impact multiple people during the hiring process, including applicants and current employees. The result is we're enabling our customers to add objective, valid, and fair assessments to their hiring checklist, creating an easier, more effective process.
There are several landmark US Supreme Court cases that shaped the interpretation of the Civil Rights Act of 1964 (which means they affected the role and proper use of employment tests):
The first case in which the Court ultimately ruled that job-related tests (including any tools used in selection decisions) and other employment procedures are legal and useful. But they must be both professionally developed and able to demonstrate a relationship with job performance. Like ours.
The Supreme Court further clarified the term job relevance. In other words, employers have to prove that the assessments they use to analyze candidates are justified. That means they are relevant to job and business necessity. Hiring professionals have to prove that the test is relevant, reliable, and fair, and provide evidence that their tests predict job performance equally well across all candidates.