testing and selection: what should the candidate expect?

Testing and Selection:

What Should the Candidate Expect?

Presenters

Kristin Tull, Ph.D.

President

Joe Lubin, MLRHRManagement Consultant

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HIREthe right

people DEVELOPkey contributors

RETAIN the best performers

Since 1955, PRADCO has helped clients:

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Client Success Stories…

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When it Begins

Company information Recruiting / HR Department Selection process Incidentals

“ ...your candidate experience, from initial interaction to final decision, must be a top priority for any company, no matter the industry. Even if candidates aren’t hired, their perspectives on the overall process will have an impact on your brand, your customers, and your success…”

December 2014 article from Zach Lahey, Research Analyst with Human Capital Management

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So who cares if

candidates are happy?

Why Care about the Candidate Experience?

Source: Aberdeen Group, “Why the Candidate Experience Needs to be a Priority ASAP”, December 2014

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Candidates are Customers Too

Negative Experience

Research from Talent Board -- Gerry Crispin and Elaine Orler

More inclined to buyLoss as a Customer

Positive Experience

9%23%

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Candidates Talk

The Talent Board, The Candidate Experience 2012

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61% would refer others

50% would share experience

40% would buy services

32% of candidates would be less inclined to purchase products or services from a company that did not respond to their application

When They Aren’t Hired

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Applications of Testing

Selection

Placement

Promotion

Training and Development

Career Exploration

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Reasons to Test

History of poor hiring decisions High turnover / absenteeism High cost of a bad hire Many candidates and few openings Limited HR resources Current process outdated / violating

standards

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Cost of Poor Decisions

According to recent study of more than 2,100 CFO’s:

39% were concerned with degraded staff morale

34% were concerned with loss of productivity

25% were concerned with cost

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Characteristics of a Test

Purpose

Format

What they measure

What they can predict

Level of standardization and quantifiability

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What They Have in Common

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Types of Testing Used

41% of employers test applicants’ basic literacy or math skills

68% of employers perform applicant testing: 20% cognitive ability tests 14% managerial assessments 13% personality tests 10% physical simulation of job tasks 8% interest inventories

www.siop.org18

Are They Expected?

YES

Do They Like Them?

PROBABLY NOT

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Impact of Pre-hire Assessments

Source: Aberdeen Group, January 2014

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Why Some Don’t Do It

Cost

Fear of legal action  

Practical constraints 

Current process is good enough

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What Makes a Good Test?

Reliability: Results are consistent over time

Validity: Test measures what it is supposed to

(content)

What it measures is important to successful performance on the job (predictive)

It appears relevant to the job (face validity)

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Testing

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Source: Aberdeen Group: “Getting the Most out of Your Pre-Hire Assessments”,

May 2014

When Do Employers Use Tests?

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Employer Best Practices

No discrimination Validated Job-related No adverse impact Know the job requirements Train appropriate personnel More information: http://eeoc.gov/

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Where Do Most Miss the Mark?

Employers are most communicative:

72% at the initial employment stage

88% at the interview

59% during testing

Candidate testing results:

42% done better with more information

31% better results if more prepared

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When Candidates Withdraw

37% The salary did not meet expectations

31% Didn't like or communicate well with the hiring manager

23% Did not have a good rapport with the recruiter or other staffing

personnel

19% Company culture was not a fit

14% The job was not as described

9% No flexible work options The Talent Board | The Candidate Experience 2012

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Why Candidates Should Want to Participate

They are moving forward in the

process

Process can be thought provoking

Company gets objective data v. bias

Ensures fit for both

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Candidates’ Perception of Fairness

Is the test relevant? Is it reasonable? Does it match their understanding of the

job? Are they being treated appropriately? Timing in the process Mechanics of the test:

N/A option Forced choice Technology platform

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Other Best Practices

When should companies test?

Consulting firm = extension of

company

Recruiters and testing

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Advice to Candidates

Take test in a quiet place

Give it your best effort

Show a sense of urgency

Be transparent / forthright

Ask questions

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When Evaluating Candidates

It all matters

Efficiency of process

Testing is a work sample

One piece of the puzzle

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Final Thoughts

Use the right tests in right situations

Communicate clearly and often to create positive candidate experience

Use results of testing as one piece of equation to make the best decision possible

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