OVER 20 YEARS H/R MANAGER ATUPS & HILTON DAVIS CHEMICAL THEN

STARTED PERSONNEL PROFILES 27 YEARS AGO

Paul NolanPresident, Personnel Profi les,

Inc.

What's the Best Way to Hire? Employment Screening and Assessments

Know Which Candidates Wil l Succeed!

Why Test?

It is easy to rely too much on how someone presents themselves in an

interview.

However, we must realize that education has evolved into teaching people how to present themselves in an interview.

Chameleon or ApplicantInterestingly, people who have the traits of a “con artist” could also be described as a chameleon, since they tend to have the ability to adapt their behavior to fit the circumstances as they read them. That encompasses the ability to project their personality to reflect that of the interviewer. People with these traits are usually bright, highly personable and deliver the aura of being capable and “just what you’re looking for.” It takes a personality test to delve into the behavioral structure of the individual exposing the level below the surface that reveals traits of instability, dishonesty, and lack of moral fortitude to deliver on what they say they will do or expected to perform.

Identifying Top Performers

A’s usually 20% of the classification

B’s usually 60% of the classification

C’s usually 20% of the classification, but 80% of the problems

There is a War for Talent

Avoid hiring C’sWhich candidate fits the job best A’s and how can you get a B to an A?

How do you focus training & management of an employee to achieve greater

success faster?

Suggested Hiring System

1st Interview

AssessmentTesting

2nd InterviewBackgroundChecks

Drug Testing

Training Plan

Identifying Top Performers

Test your top performers to learn what is critical and how do they differ.

What training is need to get applicants & B’s to perform at the A level?

Identifying Top PerformersThe information from your top performers become your standard or target. I call it Benchmarking

If doing a study is not possible, it is still important to set standards in advance. We do it by reviewing the job description & talking to the hiring manager.

Turnover

A’s turnover cost is 3 to 4 times their annual salary.

B’s turnover cost is 1 to 2 times their salary.

C’s turnover cost is a positive.

Tests vs. Assessments There are literally hundreds of tests available that

an employer may use. Excluding the specific skills tests and honesty/integrity tests, most employers that use testing want to know about an individual’s mental abilities and personality traits. And, they want to know how a person’s scores compare to the requirements of the job. Measuring mental skills or intelligence testing alone is an inadequate predictor of successful job performance. An analysis of an individual’s personality without insight into how that person learns and processes information is incomplete. Since both are needed, you should choose an instrument that combines mental and personality measurement in one tool.

Types of TestsIntelligence TestsPersonality TestsJob Fit TestsPsychological TestsInterest InventoriesAchievement/Educational TestsWork Sample/Skills TestsIntegrity Tests

Intelligence TestsIntelligence tests were originally developed to predict the success of children in school, and this is still the best use for assessments of this type. While research has shown a consistent relationship between occupation or income level and general intelligence, the results of intelligence tests do not predict success or failure in an occupation with a great deal of accuracy. Many other factors contribute to occupation success other than intelligence.Some common intelligence assessments for adults include:

Stanford-Binet Wechsler Adult Intelligence Scale General Aptitude Test Batter

Personality TestsPersonality tests seek to assess an individual’s motivations in particular fields. Personality assessments, when validated properly, have been shown to adequately predict employment success. However, limiting assessments to an individual’s personality ignores the impact Mental Aptitudes have on employment success.

Some common Personality tests include The Scoreboard Caliper Myers Briggs Chally Predictive Index DISC

Job Fit TestsJob Fit tests combine Personality assessments designed to measure an individual’s motivations, work style and behaviors with measurements for Mental Aptitudes. Job fit tests tend to focus on the key attributes that have been proven to be necessary for success in a particular occupation. Since they are often validated on specific occupations, they tend to be excellent predictors of employment success.

Some common job fit tests include: The Achiever The Guardian

Psychological TestsWhile Personality tests in general are often categorized as Psychological tests, there is a distinct difference between the two. Psychological tests have been developed primarily for use within clinical settings to aid in the identification of personality traits that may be abnormal. Their use as predictors of employee performance is highly questionable for any occupations other than those that subject employees to extreme duress such as law enforcement, air traffic control etc.Some common psychological tests include:

MMPI 16PF NEO Personality Inventory Basic Personality Inventor

Interest InventoriesInterest inventories measure an individual’s interest in or preferences for types of activities. These assessments are designed to provide general guidance as to which occupations most closely match an individual’s interests. An interest in a specific occupation, however, is not a particularly valid predictor of employment success.

Some common interest inventories include:

Strong Interest and Confidence Skills Inventory Kuder Career Planning System Career Assessment Inventory Campbell Interest and Skill Survey Career Advisor

Achievement/Educational TestsAchievement/Educational tests are also known as standardized/aptitude tests and are frequently included in the same category as intelligence tests, but there is a significant difference. As their name implies, Intelligence tests are designed to measure an individual’s level of intelligence. Achievement tests are designed to measure what an individual already knows regarding specific skills or knowledgeSome common achievement/educational tests include:

Graduate Record Examinations (GRE) SAT ACT National Assessment of Educational Progress

Work Sample/Skills TestsWork sample tests are similar to achievement tests in that they measure specific skills or knowledge by requiring an individual to perform part of a job as a test. Work samples are valid predictors of employment success to the extent that they measure specific skills and knowledge required by the job. However, work sample tests are generally limited in their scope of assessment relative to the multiple tasks inherent in many occupations.

Some common work sample/skills tests are: Word Processing test Tests designed to test familiarity with specific software

programs Ability to weld Ability to lift a specified weight NOCTI

Integrity TestsIntegrity tests are designed to indicate an individual’s character and integrity. Typical measurements include assessments for dependability, reliability, honesty and a propensity for such undesirable behaviors as work-related theft, or alcohol or drug use while on the job.Some common Integrity tests are:

The Admissions sections of The Achiever Family of assessments

Stanto London-House Reid

The AchieverThe Achiever has been validated by construct validation in accordance with federal standards and procedures.

Although validated against the MMPI and 16 PF, both considered to be the premier psychological exams of the day, The Achiever is not a psychological test itself.

The Achiever is, by definition, a Personality assessment, therefore admissible by the ADA.

As with the Achiever, the Guardian, Scoreboard, Performer, etc. are also considered Personality assessments and considered fully validated.

The AchieverFour pages describing the 18 items measuredA summary page “Score Sheet”Leadership Potential reportSales Potential reportInterview QuestionsDevelopment Suggestions

Understanding Stanine Scoring

Bell Curve

23% 54% 23%

Average General Population

66%

Desirable Pattern based on top performers

1 2 3 4 5 6 7 8 9

1 2 3 4 5 6 7 8 9

Thank You

Questions or concerns, contact:

Paul Nolan513-528-4900

pauln@persprofiles.compjn@persprofiles.comwww.persprofiles.com