Assess - Select

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Assess - Select

  1. 1. Introducing SELECT A Family of Pre-employment Assessments for Associate Roles
  2. 2. Staffing Challenges for the Hourly Employment Industry <ul><li>Increased demand for workers </li></ul><ul><ul><li>Most employers must compete in their local market for candidates </li></ul></ul><ul><ul><li>Turnover is high, with little employee “loyalty” </li></ul></ul><ul><li>Business are all vying for the same candidates </li></ul><ul><ul><li>With little skill set differences, applicants can apply to many differing companies </li></ul></ul><ul><li>Yet, everyone is not right for every job </li></ul><ul><li>How do you distinguish yourself from “employee” competitors? </li></ul><ul><li>How do attract, select and retain the right person? </li></ul>
  3. 3. Our Approach- An Integrated Selection Process On-boarding Hiring Decision Behavioral Interview Assessment Realistic Job Preview Recruitment Message <ul><ul><li>Harvard Business Review study concluded that job match is the single, most important component of job success. </li></ul></ul><ul><ul><li>Each voice in the selection process should evaluate the candidate’s “fit” with the job. </li></ul></ul><ul><ul><li>Content of each component varies by job position. </li></ul></ul>Assessment integrated into a multi-step selection process Application & Pre-Screen
  4. 4. Entry-Level Selection Solutions <ul><li>Capabilities that organizations seek: </li></ul><ul><li>Efficiency </li></ul><ul><ul><li>The process must be efficient and engaging enough to keep the applicant interested </li></ul></ul><ul><ul><li>The process must be seamlessly integrated. Each piece must add value in selecting the right person </li></ul></ul><ul><li>Effectiveness </li></ul><ul><ul><li>The solution should convey the company’s employment brand </li></ul></ul><ul><ul><li>The selection process should measure the appropriate personal characteristics, motivations and skills which predict job success and retention </li></ul></ul><ul><li>Acceptance/Ownership </li></ul><ul><ul><li>The system must be simple and intuitive to use </li></ul></ul><ul><ul><li>In a distributed organization, support for training and implementation is critical. This includes providing facilitator led and web-based training for the new process </li></ul></ul>
  5. 5. SELECT <ul><li>Web-based surveys that can be embedded in an applicant tracking process </li></ul><ul><li>Short, targeted assessments validated for specific entry-level roles </li></ul><ul><ul><li>Retail Family (clerk/cashier, sales associate, entry-level manager) </li></ul></ul><ul><ul><li>Call Center Family (inbound service, inbound sales, outbound sales, help desk </li></ul></ul><ul><ul><li>Manufacturing/Production </li></ul></ul><ul><ul><li>Hospitality </li></ul></ul><ul><ul><li>Healthcare </li></ul></ul><ul><li>Assessment of personality, work ethic, willingness to do unpleasant or undesirable tasks </li></ul><ul><li>Approximately 15-20 minutes to complete with immediate processing of results </li></ul><ul><li>Management guidance for interviews and selection decisions </li></ul>
  6. 6. SELECT Reports <ul><li>Detailed results with advice ranges and interview guidance </li></ul>Evaluation of Person-Job Fit Counter-Productive Behaviors Interview Guides
  7. 7. SELECT Validation <ul><li>All of our assessments are validated against job performance </li></ul>
  8. 8. Additional ROI (various SELECT Surveys) <ul><li>Distribution Center - Warehousers </li></ul><ul><ul><li>Turnover reduction of 13%; client estimated $500,000 cost reduction across sites </li></ul></ul><ul><li>Convenience Store Sales Associates </li></ul><ul><ul><li>Turnover reduced by 6% saving $1.5 million per year </li></ul></ul><ul><li>Retail Store Manager (apparel) </li></ul><ul><ul><li>5% increase in system-wide store sales performance resulting in $25 million per year </li></ul></ul><ul><li>Retail Sales Associate (apparel) </li></ul><ul><ul><li>Using an “Avoid the Avoids” strategy, the gain in dollar sales per year per associate is $10,000 (or a 7% improvement in dollar sales ) </li></ul></ul><ul><li>Distribution Center - Warehousers </li></ul><ul><ul><li>15% higher pick rate </li></ul></ul><ul><ul><li>Lower absenteeism </li></ul></ul>
  9. 9. User Acceptance/Ownership <ul><li>Select includes a simple, easy to use interface that can be “branded” or we can integrate into an ATS </li></ul>
  10. 10. Additional Resources and Support for the Selection Process <ul><li>Selection Process Components – content and design </li></ul><ul><ul><li>E.g. Realistic job preview, pre-screen, team interviews, etc. </li></ul></ul><ul><li>Selection Process Training </li></ul><ul><ul><li>Workshops/webinars for hiring managers to ensure high quality decisions and process compliance </li></ul></ul><ul><li>Test Validation </li></ul><ul><ul><li>Company-specific validation of standard Select surveys or custom test development </li></ul></ul>
  11. 11. Competitive Difference <ul><li>Validated pre-employment surveys for specific roles: </li></ul><ul><ul><li>Personality </li></ul></ul><ul><ul><li>Abilities </li></ul></ul><ul><li>Detailed candidate reports to support the selection process </li></ul><ul><ul><li>Indices & advice </li></ul></ul><ul><ul><li>Willingness to do job tasks </li></ul></ul><ul><ul><li>Interviews probes & guides </li></ul></ul><ul><li>Customization and validation for clients </li></ul><ul><li>Subscribe to APA and EEO guidelines </li></ul><ul><li>Continued development and refinement of product by licensed psychologists </li></ul>2000 web launch; 1500+ client companies; available in 7 languages

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