Employee assessment tools are an in-depth science, and if you’re looking to improve your employee hiring and retention, you probably have a number of questions.
Cast your concerns aside, because Select International has compiled a list of our most Frequently Asked Questions (FAQs) and answers below. These topics cover everything from hiring best practices to employee assessment questions.
Don’t see your question answered below? Contact Select International with any questions you have about employee assessments or hiring and retention.
Validity (accuracy) is the most important consideration in test evaluation. The concept refers to the appropriateness, meaningfulness and usefulness of the specific inferences made from test scores. Every reputable testing company has validation data that demonstrates the accuracy of their employee assessment tests. Performance, however, is multifaceted. Therefore, no single assessment or testing method is enough. Select International firmly believes, and research demonstrates, that multiple assessment approaches are warranted. The result is a comprehensive employee assessment system – one that yields more robust results than by using a single approach.
A staffing system should keep legal challenges and EEO claims to a minimum. When challenges do occur, the system must enable an organization to successfully defend itself. In any challenge, you might be asked to provide evidence that your hiring process is fair, non-discriminatory and job-related. Make sure your system is designed to optimize both quality of candidates hired and fairness in the employee hiring process.
Select International offers a variety of computer-based, web-based and traditional employee assessment tools for every level of an organization. The time it takes to complete an assessment varies from 5 minutes to 5 hours, depending on what type of assessment it is, the delivery method and whether it is a piece of a larger employee hiring system. However, the objective behind every Select International assessment is to enable an organization to not only make accurate hiring decisions, but to also make quick ones.
Yes. Our approach to evaluation and development is to identify the skills and abilities needed for success in specific positions. We then comprehensively assess against these key competency areas to develop a profile or “footprint” that can be used to help make employee hiring and promotion decisions. Most employee assessments also generate a developmental report that provides an understanding of your internal resources, creating workforce development plans and establishing future career paths for individuals.
Search firms provide applicants directly to HR or the hiring manager with little or no evaluation of skills, abilities or motivational fit. Select International offers a multi-level approach to selection that covers all aspects of the hiring process. You benefit from Select’s focus on employee assessment, providing you with the tools necessary to evaluate and then select candidates on your own.
Select International takes a unique approach to recruiting by opening your employee hiring process to as many candidates as possible through marketing tactics. Regardless of the recruiting technique, you should strive to create a company culture that allows you to be viewed as an employer of choice.
Yes. SelecTrak® is our powerful, web-based scoring and applicant tracking program that comes standard with all of our employee assessment tools. SelecTrak allows you to export any data into easy-to-follow reports, including Microsoft Excel. This system also integrates easily with most other HR software and HRIS applications.
Assessing candidates for job and skill fit – along with other hiring best practices – is your best defense against costly turnover and the best way to build a staff of capable, motivated people. Early turnover is avoidable with simple and cost-effective upfront screening. Including skills assessment as part of the employee hiring process, and further assessing candidate skills and abilities using a structured interview process, gives you the most accurate prediction of who will succeed in the job and stay with your company over time.
While most information relevant to absenteeism is anecdotal, there is a strong correlation between those who score well on robust employee assessments, specifically on the personality sections, and those who have a lower absenteeism rate.
All of Select International’s employee assessment services are competency-based, and through more than a decade of experience and more than 200 implementations, Select International has developed one of the most complete and well-researched libraries of testing content for all organizational levels. Our comprehensive approach begins with a competency analysis. We get to know the specific requirements for job success in any target position by conducting interviews with individuals who have an in-depth understanding of those positions. The critical information is then used to design a selection or assessment system that has the most impact for the organization. This competency analysis provides a company with a statement of legal defensibility.
Select International does not offer training in a traditional sense, but we work with organizations to build developmental plans for employees based on their assessment results. Select International does offer leadership coaching and workforce development plans.
Harvard Business School has identified the cost of a poor hire to be three to five times an employee’s annualized compensation. A comprehensive employee assessment system improves the accuracy of hiring decisions at every level of an organization, potentially saving millions of dollars in hiring mistakes. To determine success, a system must accomplish one important goal: significantly reduce poor hires and increase quality hires. We firmly believe that a comprehensive assessment system yields more robust and accurate results than using any single approach.
Proactive and well-executed succession management is the key differentiator between companies that continue to be successful and those that fail to meet their objectives. Succession management collects objective data from multiple sources and leverages that information to make timely and effective decisions for placement, workforce development and career management. Failing to devote adequate time and resources to this issue leads to significant struggles for even the strongest of companies.
Your organization retains more high-potential employees when company culture shows these talented team members that they are valued. By focusing on career development for key employees, you help them build managerial skills and prepare them to take the mantle of leadership. This approach gives high-potential team members a sense of ownership and involvement, reducing the likelihood that they’ll look elsewhere to develop these skills.
Validity is ensured by two separate but equally defensible methods. First, we map employee assessment questions directly to specific job competencies. This is also called “content validity.” Second, we conduct empirical validation studies by measuring the job performance of candidates using our employee assessment tests. Select International compares this job performance data to the candidates’ test scores to determine a correlation coefficient. The higher the coefficient, the more accurate or valid the assessment. Select International consistently finds some of the highest validity coefficients in testing (.45-.70).
An employee assessment tool provides a single-dimension view of a candidate. Common employee assessment tools include: personality inventories, situational judgment tests, role-plays, in-basket assessments, cognitive ability tests, work simulations, motivational fit assessments and interviews. However, an employee assessment system integrates a collection of hiring tools, giving you an in-depth, multidimensional understanding of a candidate. No single tool is enough to predict candidate performance effectively; you need a system to make the best decisions.