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SELECTION ASSESSMENTS:
CHOOSING THE BEST PEOPLE TO MEET YOU CURRENT AND FUTURE NEEDS
Workforce improvement can be achieved through two major processes:
1) careful personnel selection and
2) on-the-job employee effectiveness training.
Systematic pre-employment procedures lays a solid foundation for an ultimately high-performing workforce. Interaction Dynamics has expertise in working with all levels of senior management and sales force development.
Pre-Employment Testing In Perspective
Look for a selection system that is based on objective, focused research. Systematic research establishes reliability and validity:
1) Reliability - How stable are the measurements? Are you getting a true and lasting picture of applicants, or just how they appear today?
2) Validity - How relevant are the measurements? Are you getting data truly related to call center job performance, or merely information that seems reasonable, but, in fact, is unrelated?
Look for a selection system that is comprehensive.. It takes a battery of tests and methods to provide adequate measurement of the key dimensions that accurately predict successful job performance.
Make sure the selection system measures the right dimensions.
Create a system that is reproducible. Everyone should be using the same system.
A Multi-Step Selection System Can Be Used Which Minimizes Cost, Maximizes Success And Creates A System For Personnel Development.
A template will be developed of the necessary and critical skills, know ledges and abilities.
The first stage is "funneling" the applicants through
1. phone interview then
2. weighted bio-graphic application form
3. web based and or paper assessment testing for skills and aptitude, followed by
4. interview to solidify predicting success.
Estimate what is absolutely necessary initially verses what can be developed.
Plans of Action
- Create a structured telephone interview process to eliminate the grossly unqualified with minimum cost and time. Financial Capability, Current Life Responsibilities, Work Experience, Education, Life Goals.
- Develop a " weighted biographical data" application form which can be easily scored by staff.
- Use "ASSESS" , to measure applicant against the success profile template in relevant areas:
- Use ASSESS profiling of vocational and psychological measures based on their extensive research of successful technical sales managers.
- Develop on-going data base for future franchisees, which is built from initial competencies and underlying past experiences, lifestyle needs, etc.
- Categories assessed include
- thinking, work, interpersonal, emotional and interpersonal styles, motivations, and cultural conformity
- specifies individual strengths and weaknesses
- identifies significant interview points to be covered
- Interview applicant to finalize selection.
Utilize those items identified as potential "rule- outs".
Reviewing and verifying : financials, work experience, general and technical skills
| Use the following checklist to guide your decision. Please indicate your recommendation and write your comments in the appropriate Recommendation box. In addition, write your initials in the Initials column. | ||||
| Actions | Recommendation | Initials | ||
| Review Application | Not Acceptable | Some Reservations | Consider Further |
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| Prescreen (Optional) | Not Acceptable | Some Reservations | Consider Further |
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| Test Candidate & Review the SELECT Report | Not Acceptable | Some Reservations | Consider Further |
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| Behavioral Interview | Not Acceptable | Some Reservations | Acceptable |
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| Reference Checks (Optional) | Not Acceptable | Some Reservations | Acceptable |
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| Background Check (Optional) | Not Acceptable | Some Reservations | Acceptable |
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| Decide | Do Not Make Offer | Eligible At Later Date | Make Offer |
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| Drug/Medical Screen (Optional) | Fail |
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| Pass |
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Information and Sample of Assess Tools
| ASSESS SELECT INTERNET TESTING FORSKILLS, APTITUTE AND PERSONAL CHARACTERISTICS FOR RETAIL MANAGER, ASSOCIATES,CLERKS, AND RECEPTIONIST | |
| SELECT for the Internet is a family of pre-employment tests designed to measure important work-related, personality characteristics predictive of success in entry-level jobs. It is a business-to-business application that only requires an Internet connection and browser software for our clients to use. All system software resides and is maintained on the BHA web server; new releases and fixes to software bugs can be made instantly available to all our clients since no new software must be distributed or installed at the client site. When should SELECT tests be used? Each of the SELECT tests have been designed to be used early in the employment selection process, after initial screening, but before the employment interview. What do the SELECT tests measure? Each of the tests has been specially developed and validated for a specific job. Each measures important underlying personality attributes in somewhat different ways, but each produces overall predictor indices of Performance and Integrity appropriate to the job or industry type. Who are the SELECT tests for? [VIEW SAMPLE REPORT] Staffing Retail Combo - A comprehensive retail survey to assist in determining fit for either a retail cashier or retail sales associate role. | |
One E. Superior St,# 310
Chicago, Illinois 60611
Phone: 312.988.7792 (988.PSYC)
Fax: 312.988.4040
