Case Analysis: Too Smart To Hire

Too Smart to Hire

For the majority in school, one is taught that a high score on a test is a positive accomplishment. A typical student will prepare homework throughout a course and expect to have a test at the end to determine his or her understanding of the subject matter. If a student performs poorly enough, he or she may not pass the test and have to take the class again. The fear of failure and desire to move on in school is enough of a driver for most to study and attempt to pass the class. It is not normal to assume that performing stellar on a test or entrance exam would actually disqualify one for consideration from employment. This notion is just not engrained into the psyche of modern civilization. Affirmative action is intended

It is not discrimination to dismiss an individual from employment for lacking the proper skills or exceeding them. This is most notable in remedial jobs typically held by young individuals in the fast food industry. There are not many instances where the person asking to take an order for a cheeseburger has a doctorate in neurology. In fact, the majority of economists are aware of the link between college education which is an investment in oneself, and the labor compensation one should expect when utilizing his or her degree (Gabriel & Schmitz, 2015). A typical fast food restaurant simply could not compensate a salary commensurate to the education level a neurosurgeon holds; however, it may employ many that are attending classes towards earning a degree. It is reasonable to assume that a court of law might uphold any decision a fast food manager made to pass on an individual applicant, should it find itself sued for such a scenario as disqualification due to over

For instance, if the City of New London police department administered a personality inventory test with a focus on future goals and ambitions, it may gain the insight to determine if a person is an overachiever or desires a quick assent up the proverbial ladder of rank and responsibilities. Naturally, one or two tests are not going to act as a crystal ball; however, a combination or addition to this test is a test of normal personality which determines shyness and assertiveness (Aamodt, 2015). The decision to deny an individual should not be determined solely by the score achieved from taking any one test such as the Wonderlic Cognitive Ability Test. While it may be legal, it should include a culmination of tests to search for traits that would point to flight