The Americans with Disabilities Act (ADA) is a law enacted by the United States Congress in 1990 that was designed to protect against discrimination based on disability. Among other things, the ADA prohibits employers from discriminating against job candidates with mental or physical conditions, and requires employers to make reasonable accommodations to employees (or job applicants) with disabilities. As it pertains to pre-employment tests, there are two main types of questions we get from customers regarding the ADA:
We often get asked why our pricing is structured the way that it is. When we launched our service in 2007, we were the only testing provider to have a flat-fee, subscription pricing model. Now some other providers have followed suit. With the annual subscription fee, you get unlimited testing for every test in our portfolio. The subscription price is based on the number of employees in your company, or the number of employees in a particular department or branch for which you want to administer pre-employment tests.
In the social media age, when a company's employment brand is more important than ever, it's a great idea for companies to always keep the issue of candidate perception in mind when implementing pre-employment testing. Given that the trend is increasingly towards testing early in the hiring process as we discussed here and here it's important to consider the question of how much testing is appropriate when the tests are one of the first points of contact a candidate may have with your organization.