Hi Theresa. A few months ago we did a pretty good blog series on psychological assessment. However, I have had a lot of pushback from folk on this.
To summarize, missions do not like to have to offer someone a position—as in an offer of employment—and only then do the psych testing. They want the testing to screen out people earlier because of limited funds and resources, for sure, but there are also a couple other reasons.
1.They feel it speaks ill of the candidate to accept them and then reject them. The supporters and local church are embarrassed and frustrated by this, which could seriously impact future recruitment.
2. They say they will lose all their candidates to other missions who don’t evaluate candidates the same way.
Any thoughts, besides “it’s the law! Just do it this way anyway?”
Featured Image: "Untitled" by Morguefile.
Disclaimer: not official legal or psychological advice or opinion
- Guest Post: Why Churches Need an Executive Pastor, Part 3
- The Future of the FLSA Overtime Rule
- When the Pre-Employment Interview Process Enters “Forbidden Territory,” Part 6
- When The Pre-Employment Interview Process Enters “Forbidden Territory," Part 5
- Employee or Independent Contractor? Answering the Question in the Internet Age