myhrdesk assessment booklet

Why Use Assessments?

Using even a single validated assessment can significantly improve workforce

quality. Compared o random selection, use of an assessment can prevent the

hiring of 40% of poor performers and increase the number of top performers

who come through your organization by 40%. myHRdesk provides the opportu-

nity to utilize web-based assessment technology to measure work-relevant traits

in prospective candidates. These assessment surveys quickly generate power-

ful, in-depth reports presented in plain English — all from individual surveys that

take between 5-10 minutes (each) to complete.

All assessments provided through myHRdesk are accurate, reliable and scien-

tifically validated. Each assessment has been carefully developed according to

the national Standard for Educational and Psychological Testing.

myHRdesk provides a suite of surveys and assessments that can be tailored to

your specific needs!

Each candidate will be prompted to complete the full suite of assessments when

completing an application via the myHRdesk candidate portal. A simple trans-

action within myHRdesk will make all candidate scores available to you, without

the need to reassess candidates.

Accurate, Reliable

and Scientifically

Validated

Non-Discriminatory

and Legally Defensi-

ble

Detects false re-

sponses

Customized Job

Analysis available

Built in validity inter-

pretations

Available on a per-

job basis or in an

unlimited package

Assess unlimited

candidates for each

myHRdesk Assessments

Goaltender Solutions, Inc

www.goaltendersolutions.com

[email protected]

Basic Qualifications Survey — Quickly assesses general position qualifica-

tions and can be customized to your unique hiring needs.

Integrity Survey — Identifies counterproductive work behaviors in prospec-

tive employees.

Sales Inventory Survey — Predicts candidate potential for success in sales

roles.

Work Attribute Survey — Measures 8 work related factors and 21 attributes

and provides the Candidate-to-Job Matching, Work Attributes and Behavioral

Traits reports

Tenure Survey — Estimates the relatively likelihood of voluntary separation

by recently hired employees.

Assessment Suite

©2011 Goaltender Solutions Inc. All Rights Reserved

WHAT IS IT? The Integrity Test is a 50 item assessment. Candidates are automatically prompted to take the Integrity Test when applying for Job Postings within the myHRdesk Hosted Careers Portal. The test is designed to measure 12 counter-productive work factors:

myHRdesk Integrity Survey & Report



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1. Admission Past Work Problem 5. Emotional Control 9. Substance Avoidance

2. Admission Theft 6. Equivalence 10. Tenure

3. Compliance 7. Prosocial Attitudes 11. Trustworthiness

4. Computer Compliance 8. Reporting Theft 12. Work Attitude

Research has proven that the Integrity Test scores consistently differentiate satisfactory and unsatisfactory tendencies in prospective and current employees. It is measured across a wide range of industries and levels of job complexity. The Test is considered by be highly valid in indentifying counter-productive work factors in candidates. The Integrity Test was developed by doctoral-level psychologists and statisticians, with extensive experience in personnel selection and integrity testing. The assessment was developed in accordance with the American

Test Specifications

Purpose Identify counterproductive work behaviors

Age Range 16 and older

Reading Level 8th grade

Administration Online

Time 90% of respondents com-plete in less than 10 minutes

Qualifications No training required for administration;; minimal training required for interpre-

Integrity Report The candidate responses to the Integrity Survey produce the Integrity Report and corresponding score. Included in the Integrity Report is a score

The Report also includes the Content Scales Summary, providing a candidate score for each of the 12 independent work factors. Additionally, the report contains a list of Potential Red Flag Items, specifying potential counterproductive work habits for the candidate.


WHAT IS IT?

The Sales Inventory Survey is a brief test designed to identify sales potential in prospective employees. The Survey consists of a 75-item questionnaire, which is presented to candidates applying to sales jobs within the myHRdesk Hosted Career Portal. Sales Jobs are identified utilizing SOC Job Codes. Items on the Survey were selected for inclusion, based on their proven ability to differentiate between higher and lower performing sales professional. The scales comprising the Sales Inventory Survey have been empirically demonstrated to have predictive validity with regard to future sales successes in a variety of industries, organizations and sales positions. The Survey looks for four total Sales Inventory Scales, broken into Positive Indicators and Negative Indicators.

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Sales Inventory Report

Candidate responses to the Sales Inventory Survey produce the Sales Inventory Report and corresponding score. This report

graphical representation of the score. Additionally, it provides information on where the candidate scores for each individual key indicator.

Achievement Striving Higher Scorers have a powerful need for success and accomplishment. They have a strong desire to earn more money than others do. People describe them as ambitious. They are highly competitive and constantly attempt to best their own top performance.

Sales Orientation High scorers are often described as

enjoy the work of sales and are proud to function in sales roles. These individu-als look forward to sales meetings, and frequently communicate enthusiasm when discussing products or services.

Call Reluctance High Scorers tend to express satisfaction with their lives and careers. They are less willing to make sacrifices in order to achieve work-related goals. They are less competi-tive than most successful sales profession-als, and respond less enthusiastically to performance incentives.

Low Persistence High scorers are usually described as lack-ing self-confidence. They tend to take rejec-tion personally. They are generally less optimistic than most successful sales profes-sionals, and take longer to bounce back from disappointments. They perform best in envi-ronments that are less stressful.

Positive Indicators Negative Indicators


WHAT IS IT?

interpersonal and attitudinal styles. Candidates are provided with 75 pairs of adjectives, and prompted to select which term best describes them. Candidates are automatically prompted to take the Work Attributes Assessment when applying for Job Postings within the myHRdesk Hosted Careers Portal. The Work Attribute

measure of candidate behavioral tendencies. The Work Attributes Assessment measures 21 behavioral Attributes, each of which has been empirically associated with success in the workplace. It also examines how the candidate responses compare to 8

The Work Attributes Assessment is capable of producing two distinct reports: The Work Attributes Report, and the Candidate-to-Job Matching Report.

myHRdesk Work Attributes



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Test Specifications

Purpose Obtain a comprehensive

styles, attributes and behav-

Age Range 16 and older

Reading Level 8th grade

Administration Online

Time 90% of respondents com-plete in less than 10 minutes

Qualifications No training required for administration;; minimal training required for interpre-

Candidate to Job Matching Report The Candidate-to-Job Matching report is generated

Attributes Assessment to a specific Job Posting. The Candidate-to-Job Matching Report provides the following information:

they have applied The 7 work styles that describe the candidate The 8 Factors that most accurately describe the candidate

job for which they have applied

Work Attributes Report The Work Attributes Report produces a wide range of useful information regarding candidate work styles and attitudes. The Work Attributes Report returns the following information:

The 7 Work Styles describing the candidate The 8 Factors that most accurately describe the candidate


WHAT IS IT? The Tenure Survey is designed to estimate the relative likelihood of voluntary separation by recently hired or prospective employees. It is a 31 question survey, presented to all candidates applying for a Job Posting within the myHRdesk Hosted Careers Portal. The Tenure Survey examines five key indicators to assist in identifying the likelihood of separation by the prospective employee.

Desire for the Job: Applicant attitudes and intentions toward the job, organization and work in general. A new hire with a strong desire to work in the job will require less time to become assimilated into the

Intent to Quit: Identifies if the applicant plans on leaving the organization in a short time. Turnover cognitions are often formed early, even before job entry. Decisiveness: Decisive individuals typically conduct more deliberation when making important decisions, and as a result are likely to be more committed to those decisions and less likely to leave the organization. Decisiveness is tied closely to conscientiousness, another factor related to turnover. Self Confidence: Employees with high self confidence respond more favorably to the challenges of a new environment. Self-confidence predicts organizational commitment, which in turn predicts turnover. Newer employees with higher confidence in their abilities are less likely to quit than those who attribute their performance to luck. Self-Efficacy: Perceived self-control over their own functioning and over events that affect their lives. Beliefs in personal efficacy affect life choices, levels of motivation, quality of functioning and resiliency to adversity.

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Tenure Report The Tenure Survey produces the corresponding Tenure Report. This report contains a wide range of useful

separating from the organization, and provides an overall score, graphical representation of the overall score, and candidate scores for individual Factors. Higher scores on the Tenure Report indicate a lower likelihood of separation.


myhrdesk assessment booklet

Documents

work attributes

myhrdesk candidate portal

assessment surveys

assessment suite

integrity test scores

work related factors

work attribute survey

workrelevant traits