Learn about the latest in automated job analysis. AutoGOJA™ uses Biddle Consulting Group, Inc.'s patented guidelines-oriented job analysis process in this powerful new software. Also, learn how to conduct legally-defensible job analyses from the experts in the industry. Sign up for a webinar today!

July 7 : What's New with AutoGOJA
July 16 : How to Create a Legally Defensible Job Analysis
July 22 : Using AutoGOJA to Create a Legally Defensible Job Analysis

What's New with AutoGOJA: Biddle Consulting Group's Online Job Analysis Software

July 7 (10:00 AM - 11:00 AM PDT)

Registration: https://www1.gotomeeting.com/register/420465408

Guidelines Oriented Job Analysis (GOJA™), Biddle Consulting Group's highly respected and legally tested job analysis process is now a fully functional and extremely powerful online job analysis system.

Designed to address the requirements of the federal Uniform Guidelines on Employee Selection Procedures and the 1991 Americans with Disabilities Act (ADA), AutoGOJA will help employers collect the information necessary to defend their testing, selection, and compensation practices. AutoGOJA is designed specifically for the human resource professional who needs to conduct the most legally defensible job analysis in a fast and efficient manner.

This webinar will highlight the such new and innovative features as:

A streamlined user-interface that guides you through the steps of the job analysis process
A data file import feature that allows you to import preexisting lists of job duties, KSAs, and physical requirements
A sample KSA list to help you get started with new job analysis surveys.
A full suite of analytical reports that present the information necessary to develop valid and legally defensible pre-employment tests and interviews, including SME demographic and linkage reports, just to name a few.

Creating a Legally Defensible Job Analysis

July 16 (10:00 AM - 11:00 AM PDT)

Registration: https://www1.gotomeeting.com/register/508721392

A selection procedure used by an employer that results in adverse impact against a subgroup can only be justified if the employer makes a demonstration that it is ". . . job related and consistent with business necessity" (to address the requirements of the 1991 Civil Rights Act, Section 703[k][1][A][i]). This standard is usually met by arguing how the selection procedure addresses the federal Uniform Guidelines on Employee Selection Procedures, professional standards (i.e., the Joint Standards and SIOP Principles ), and by parallel or lower courts that have applied unique criteria to certain testing circumstances or types of selection procedures (e.g., some states have applied unique requirements regarding the same).

It is important to notice that the legal requirement cited above (and by association, the federal Uniform Guidelines) uses a verb (i.e., making a demonstration) when defining the employer's burden for proving job relatedness for their selection procedure that is exhibiting adverse impact in a hiring or promotional setting. This is because making such a "demonstration" typically involves framing an empirical connection between the researched job requirements and the at-issue selection procedure through a job analysis process.

This webinar will highlight the steps necessary to create a legally defensible job analysis using Biddle Consulting Group's patented GOJA (Guidelines Oriented Job Analysis) process.

Using AutoGOJA to Create a Legally Defensible Job Analysis

July 22 (10:00 AM - 11:00 AM PDT)

Registration: https://www1.gotomeeting.com/register/864819737

Designed to address the requirements of the federal Uniform Guidelines on Employee Selection Procedures, the SIOP (Society for Industrial and Organizational Psychology) Principles for the Validation and Use of Personnel Selection Procedures and the 1991 Americans with Disabilities Act (ADA), AutoGOJA will help employers collect the information necessary to defend their testing, selection, and compensation practices.

AutoGOJA is an all-in-one online job analysis tool that is designed specifically for the human resource professional who needs to conduct the most legally defensible job analysis in a fast and efficient manner.