Is it right to test when applying for a job?

As far as lawfully use the tests? Testing is usually carried out
to identify employees that are suitable in quality for the job.
In recent years, along with tests to assess the effectiveness of the applied
tests to assess personality traits and characteristics that contribute to effective implementation
work - the so-called psychological. Psychological tests for today
day labor law does not explicitly stipulated Russia. So, not provided
and responsibility for the conduct of such testing is not defined procedure
storing information obtained during the tests and work with them. If
assume the position "allowed that is not explicitly prohibited by law", Psychological
tests can be applied. As for storage, handling and protecting such information,
in local organizations can provide acts of procedure, similar
work with personal data of employees. If the employee does not want
respond to personal questions information that the employee must submit
for employment contained in the documents. The results of passing the tests
their number is not included. A wealth of information that the employer receives
testing is much broader than prescribed by law. This including
information about the private lives of the future employee. Therefore require the applicant
provide data that reveal his secret family or private, employer
may not. So, be a legitimate test failure to answer questions
personal nature. Can I refuse a job based on the results
test? Nevertheless, testing helps the employer to choose from
All applicants the right candidate for the vacant position. When the choice is
made, will refuse to work the rest. The Labor Code expressly
prohibits unjustified refusal to conclude a labor contract. If you
denying the applicant have in mind only the test results, such
failure will be ungrounded. Therefore it is necessary to refer to the legal basis
- Lack of experience, improper education, etc. Even if
psychological testing data are the true cause of failure in
work. Where will the aggrieved employee refusal of the employer
in a job applicant can appeal to the court. In deciding in favor of
employee you will oblige the court to conclude an employment contract. This will happen if
you can not prove that the applicant is not accepted because of the lack of professional
qualities. But you always have the chance to refer to the inappropriate experience and expertise
of the failed member. In conclusion, let us summarize the above.
If the test result did not satisfy the employer or the applicant
refused to take the test, neither one nor the other can not serve as legal basis
for refusing to work. To deny the applicant, the employer must find
another, a legal justification for their actions.

source www.realt5000.com.ua

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