When looking for workers to staff its call centers, Xerox Corp...used to pay lots of attention to applicants who had done the job before. Then, a computer program told the printer and outsourcing company that experience doesn't matter.The software said that what does matter in a good call-center worker—one who won't quit before the company recoups its $5,000 investment in training—is personality. Data show that creative types tend to stick around for the necessary six months. Inquisitive people often don't.
Which may end up in court;
Some companies are screening for such variables as attitudes toward alcohol use or the distance an applicant lives from the job. The process could get companies into legal trouble if it ends up excluding minorities or the disabled. Even if it doesn't, it might come off as unfair, or even creepy.But, the purpose of a business is to make money, and mitigating unnecessary costs does that;
The goal is to gauge an applicant's emotional stability, work ethic and attitude toward drug and alcohol. Those who score poorly are considered high disability risks. Richfield said its workers' comp claims have fallen 68% since it has used the test, and it now requires managers to use it to eliminate unsuitable applicants.
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