Candidate Testing Improves Your Oddsadmin
Pre-employment testing improves your odds of a good hire because results are strong predictors of future performance. Relevant, objective data from aptitude, personality and skills tests make the overall hiring process more objective. Selecting the most relevant tests and implementing them correctly speeds selection, decreases turnover, improves productivity and morale and reduces training costs.
Potential pitfalls include the use of tests that are not validated or are improperly implemented and interpreted. Sloppy pre-employment testing may even violate federal, state or local Equal Employment Opportunity laws.
Staffing Evolution provides tests from Criteria Corp, which has developed and validated a portfolio of tests designed by psychologists from Harvard University and other universities. Criteria Corp provides pre-employment tests to a wide variety of industries, including financial services, hospitality, IT, manufacturing, retail, government, health and medical.
Here are a few quick case studies to give you some idea of how pre-employment testing can help you hire high-performers with confidence.
A 20-Minute Test Boosted Call Center Productivity
A market research firm used a 20-minute test on basic literacy and math skills to hire more effective call center employees. A follow-up study validated the link between test scores and productivity. The firm uses “data-gathering credits” as their productivity metric for research associates working the phones. Employees who passed the test were 63% more productive than those who did not. They were also more likely to receive a rating of Fair or better (89% vs. 50%). The test was adopted as part of standard pre-employment screening.
Two tests helped clinics sustain higher patient satisfaction
A network of primary care clinics combined a basic skills test with a customer service aptitude profile to screen medical assistant candidates. These candidates were ranked on a 1-5 scale in nine categories: teamwork, communication, organization, attitude, customer service skills, timely completion of assignments, computer skills, professionalism and overall performance. Test scores strongly correlated to actual performance and the clinics have continued to use these two tests as part of their hiring process. They attribute sustained patient satisfaction and productivity to employees selected with the help of pre-employment testing.
Cognitive aptitude test helped insurer avoid risky hires
An insurance company wanted to reduce employee turnover and “bad hires.” Criteria provided a cognitive aptitude test for salespeople. Their test scores were compared to performance ratings from their supervisors. Testing identified employees as Top Producers, Average Performers and Below Average. A strong correlation between test scores and performance was evident, with higher scorers more likely to be top performers. Applying the cognitive aptitude test to potential new-hires has enabled the company to increase its ranks of top performers and avoid costly hiring mistakes.
Test revealed critical success traits to advertising company
An internet-based advertising company asked Criteria to provide a test to determine which psychological traits correlated with successful inside sales. The company administered a sales achievement predictive test to its current sales force. Individual personality scores were correlated to sales volume. This correlation revealed that two traits are critical to success: Sales Disposition and Initiative for Cold Calling. This validated insight empowered the company to identify the best fits for sales positions.
THESE BRIEF CASE STUDIES WERE BASED ON MORE DETAILED INFORMATION AVAILABLE FROM CRITERIA CORPORATION (WWW.CRITERIACORP.COM)