HR ProFile, Inc. is proud to host Paul Nolan, President of Personnel Profiles, Inc. as the presenter in the upcoming FREE Webinar, What’s the Best Way to Hire? Employment Screening and Assessments; Know which Applicants Will Succeed, to be held on Wednesday, July,15, 2pm EST. This webinar is part of HR ProFile’s bi-monthly webinar series and on-going commitment to communicate the latest and most innovative topics, compliance changes, trends, and best practices within the Human Resource Industry. This webinar will concentrate on… Key Take-Aways from this webinar include: 1) Discovering top performers before you hire them 2) Different types of testing, what will fit for your organization 3) Legalities of Testing and Examples of different testing systems

1. OVER 20 YEARS H/R MANAGER AT
UPS & HILTON DAVIS CHEMICAL THEN
STARTED PERSONNEL PROFILES 27 YEARS
AGO
Paul Nolan
President, Personnel Profiles,
Inc.
What's the Best Way to Hire?
Employment Screening and Assessments
Know Which Candidates Will Succeed!

2. 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.

3. Chameleon or Applicant
Interestingly, 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.

4. 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

5. There is a War for Talent
Avoid hiring C’s
Which 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?

6. Suggested Hiring System
1st Interview
Assessment
Testing
2nd Interview
Background
Checks
Drug
Testing
Training Plan

7. 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?

8. Identifying Top Performers
The 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.

9. 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.

10. 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.

11. Types of Tests
Intelligence Tests
Personality Tests
Job Fit Tests
Psychological Tests
Interest Inventories
Achievement/Educational Tests
Work Sample/Skills Tests
Integrity Tests

12. Intelligence Tests
Intelligence 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

13. Personality Tests
Personality 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

14. Job Fit Tests
Job 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

15. Psychological Tests
While 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

16. Interest Inventories
Interest 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

17. Achievement/Educational Tests
Achievement/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
knowledge
Some common achievement/educational tests
include:
 Graduate Record Examinations (GRE)
 SAT
 ACT
 National Assessment of Educational Progress

18. Work Sample/Skills Tests
Work 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

19. Integrity Tests
Integrity 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

20. The Achiever
The 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.

21. The Achiever
Four pages describing the 18 items
measured
A summary page “Score Sheet”
Leadership Potential report
Sales Potential report
Interview Questions
Development Suggestions

22. 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

24. Thank You
Questions or concerns,
contact:
Paul Nolan
513-528-4900
pauln@persprofiles.com
pjn@persprofiles.com
www.persprofiles.com