Hiring is the most important thing we do for our businesses.
So why do we leave it to chance?
The most successful businesses take no chances. They have experts help them develop the whole process; from job description to the new-hire\'s first day.
Watch the presentation to learn more.
Employee Testing and Selection ( chapter 6 )Qamar Farooq
After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
5: List eight tests you could use for employee selection, and how you would use them.
6:Explain the key points to remember in conducting background investigations.
Employee Testing and selection /Human Resource ManagementNeveenJamal
ادارة الموارد البشرية
اختيار الموظفين
Person and job/organization fit
The main aim of employee selection is to achieve person-job fit.
Person and job/organization fit
The main aim of employee selection is to achieve person-job fit.
Employee Testing and Selection ( chapter 6 )Qamar Farooq
After studying this chapter, you should be able to:
1: Explain what is meant by reliability and validity.
2: Explain how you would go about validating a test.
3: Cite and illustrate our testing guidelines.
4: Give examples of some of the ethical and legal considerations in testing.
5: List eight tests you could use for employee selection, and how you would use them.
6:Explain the key points to remember in conducting background investigations.
Employee Testing and selection /Human Resource ManagementNeveenJamal
ادارة الموارد البشرية
اختيار الموظفين
Person and job/organization fit
The main aim of employee selection is to achieve person-job fit.
Person and job/organization fit
The main aim of employee selection is to achieve person-job fit.
In this file, you can ref useful information about performance management and appraisal system such as performance management and appraisal system methods, performance management and appraisal system tips, performance management and appraisal system forms, performance management and appraisal system phrases … If you need more assistant for performance management and appraisal system, please leave your comment at the end of file.
In this file, you can ref useful information about individual performance appraisal such as individual performance appraisal methods, individual performance appraisal tips, individual performance appraisal forms, individual performance appraisal phrases … If you need more assistant for individual performance appraisal, please leave your comment at the end of file.
In this file, you can ref useful information about performance appraisal management system such as performance appraisal management system methods, performance appraisal management system tips, performance appraisal management system forms, performance appraisal management system phrases … If you need more assistant for performance appraisal management system, please leave your comment at the end of file.
Have you given enough thought to how you are empowering the middle of your organization? The market has been focused on leveraging top talent, investing in high potentials and preparing executives. But in the midst of all this segmentation, have you thought about the engine of your workforce - your middle management and consistent performers?
pymetrics Campus Ambassador Program overviewpymetrics
Are you a current undergraduate college student? Looking for some work experience with a tech startup looking to revolutionize recruiting using neuroscience? Learn more at www.pymetrics.com and apply by shooting alena@pymetrics.com an email letting her know you're interested!
Air Transport Market Potential: US-Africa Air Transportation Summit, Miami, ...markdiamondgtv6
Market characteristics, drivers and trends; direct service characteristics; the view of U.S. carriers – and what African airport stakeholders can do to shape that perception
In this file, you can ref useful information about performance management and appraisal system such as performance management and appraisal system methods, performance management and appraisal system tips, performance management and appraisal system forms, performance management and appraisal system phrases … If you need more assistant for performance management and appraisal system, please leave your comment at the end of file.
In this file, you can ref useful information about individual performance appraisal such as individual performance appraisal methods, individual performance appraisal tips, individual performance appraisal forms, individual performance appraisal phrases … If you need more assistant for individual performance appraisal, please leave your comment at the end of file.
In this file, you can ref useful information about performance appraisal management system such as performance appraisal management system methods, performance appraisal management system tips, performance appraisal management system forms, performance appraisal management system phrases … If you need more assistant for performance appraisal management system, please leave your comment at the end of file.
Have you given enough thought to how you are empowering the middle of your organization? The market has been focused on leveraging top talent, investing in high potentials and preparing executives. But in the midst of all this segmentation, have you thought about the engine of your workforce - your middle management and consistent performers?
pymetrics Campus Ambassador Program overviewpymetrics
Are you a current undergraduate college student? Looking for some work experience with a tech startup looking to revolutionize recruiting using neuroscience? Learn more at www.pymetrics.com and apply by shooting alena@pymetrics.com an email letting her know you're interested!
Air Transport Market Potential: US-Africa Air Transportation Summit, Miami, ...markdiamondgtv6
Market characteristics, drivers and trends; direct service characteristics; the view of U.S. carriers – and what African airport stakeholders can do to shape that perception
Successful companies never leave the hiring process to chance.
They never hire people based on "gut feelings." So what do they do that assures them success?
Using the Right Information and Tools for Network Decision Making: Aviation ...markdiamondgtv6
Discussion of best practices in measuring airline network profitability, and using computer simulation models for network planning; also review of trends in the airline industry, market and regulatory climate in the Middle East and North Africa
The Benefits and Challenges of Airline Alliances: SH&E Webinar, 2009markdiamondgtv6
Discussion of recent trends in airline alliances, the value that carriers can gain from different forms of alliance agreements, and issues that airlines are likely to face in negotiating and implementing alliance agreements
FTTx FTTH EPON Triple-play Solutions
Ethernet + VoIP + CATV Total Solutions
SUN Telecom’s SUN-GE9100 series OLT featured with high reliability, flexible, easy maintain.
It can support 8 GEPON PON ports and connect 512 remote ONU mostly (by 1:64 splitter),
and provides 8 GE optical/electrical uplink interfaces. SUN-GE9100 OLT is an idea device applied
to FTTB/FTTP/FTTH access solutions.
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
Consistent and clear employment branding is essential to discovering and hiring the right candidates for your company. Learn to weave your employer branding and culture into every aspect of your university outreach.
Gerry Crispin is a lifelong student of staffing. An international speaker, author and acknowledged thought leader, Gerry stays grounded by engaging with an extraordinary network of friends, colleagues and practitioners every day. Gerry and his business partner, Mark Mehler facilitate peer-to-peer, best practice conversations through the CareerXroads Colloquium. In 2010, Gerry founded a non-profit, Talentboard, with colleagues Elaine Orler and Ed Newman to better define the Candidate Experience, a subject he has been passionate about for 30 years.
While Gerry’s career in Human Resources spans more than 40 years, it is also quite broad and includes HR leadership positions at Johnson and Johnson, Associate Partner in a boutique Executive Search firm, Career Services Director at the University where he received his Engineering and 2 advanced degrees in Organizational/Industrial Behavior (Stevens Institute of Technology), and General Manager of a major recruitment advertising firm even as he launched CareerXroads 20 years ago.
Benchmarking is the continuous process of comparing one’s business processes and performance metrics to industry bests and/or best practices from other industries. Dimensions typically measured are quality, time, and cost.
Improvements from learning mean doing things better, faster, and cheaper.
#FIRMday London 23 April 2015 - Talent Q - Protect your revenues and profits ...Emma Mirrington
Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
Strategic Planning And Budgeting Part 2: Alignment, Budgeting, and ResourcesKenny Ong
ABF Budgeting, Forecasting and Financial Planning Conference, Feb 2009
*Understanding what strategic planning is and why it is important
*Clarify the difference between vision, mission statement, goals and objectives
*The external environment: The need to understand the economic cycle
*Tying the strategic plan to the budget
*Cost Reduction methods and advice
The commonly held beliefs of psychometric testing challenged. Compulsory reading for those interested in understanding the reality of psychometric testing and the psychometric testing industry.
The importance of employee engagement and building executive and senior management buy into effective employee engagement programs. Focus on using Employee Engagement survey to drive positive workplace change.
Every business must get the maximum level of performance possible from every employee. Selecting, placing, and then coaching employees helps them be happier and more productive. That inturn helps the business be more successful. This is a real win/win.
Through this session, you will learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in just two days for each job candidate, and how to avoid candidates who score low with references.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Tests and Assessments".
This year's report focuses on the transition of the employer-employee power dynamic, giving way to a more transparent, trusting and reciprocal relationship through four new trends: soft skills, work flexibility, anti-harassment practices, and pay transparency.
2. Who Applies ?
36% increase in number of job
applicants are not eligible for rehire
due to:
Personality conflicts
Disciplinary problems
Theft
Embezzlement
Misconduct
Avert Inc., 1998 800,000 background checks
3. Interviews
Research by Michigan State’s School of Business
concludes:
Tests/assessments predict job success 52.5%
better than interviews only.
81.2 – 88.5% of candidates selected by
interviews only failed to meet job success
criteria.
4. Resumes
30 million new-hires lied on
resumes from 2005 -2008.
61% résumés are “inaccurate.”
7.9% of applicants have a
criminal record.
25.7% misrepresent education
and credential records.
Sales Award
Presented to:
Presented to:
For:
For Sales of:
Date:
Presented by:
Award of Dated:
Merit
AWARD OF VALOR
Presented To:
Date:
PRES ED T
ENT O:
FOR:
AWARDED BY
DAT :
E
:
Avert Inc., 2008 1.8 million background checks
5. What Is the Cause?
85.4 % of all job failures are caused by poor work
habits, not technical skills.
This is a measure of an individual’s work habits.
Employers say good work habits are more important
to identify than technical skills.
Work habits are difficult to teach, or change.
Technical skills can be taught.
Dell Still, High Impact Hiring, 2002
6. “One third or more of all
hiring decisions are outright
failures.
“In no other area would
we tolerate such dismal
performance.”
Peter Drucker
7. Consequences of Bad Hires
Increased costs of employee turnover.
Training, including management time.
Full pay and benefits during training, before
full productivity is reached.
Lost sales opportunities.
Continued costs of mistakes made by bad
hires.
8. Consequences of Bad Hires
Loss of knowledge and experience built
up by departing people.
Loss of customer confidence.
9. What Does Turnover Cost ?
Every time an employee leaves,
it costs your company money:
Recruiting Expense
Advertising, Recruiter Fees
Resume Screens, Interviews
Background Checks
Lost Sales and Profits
Training Costs
Management Time
Mistakes
Reduced Profits
10. What’s the Answer ?
1. It requires a commitment to change.
2. Stop, examine the tools you use.
3. Keep only what really works.
4. The hardest part of changing the tools you
use is human nature itself.
5. Remember, it is about
the money!
11. Invest In Candidate Selection
Companies spend 5 to 20 times more money
on training a person than hiring that person
Pick the Person Who Will Succeed
Companies that invest more money in selection and hiring…
…hire more people who become top producers.
12. Testing is Acceptable!
92% of applicants surveyed found
tests acceptable, while only
three percent
resented it. The rest
had no opinion.
Source: Molding Systems,
May 1999 v57 i5 p56(1).
13. The Assessment Industry In
2001…
• 19 of 20 Fortune 500 used tests
• Usage continues to increase at
all size companies
14. Top Five Reasons to Use Tests
• Minimize Legal Liability
• Minimize Poor Performance
• Identify Potential Problems
• Reduce Turnover
• Increase the Quality of Employees
• Maximize Performance
Wayne Outlaw, Smart Staffing , pages 125-126
15. Why Organizations
Use Assessments
Better Selection Better Performance
Correct Placement Management
Improved Training Career Guidance
Outcomes Better Succession
Planning
Source: Testing and Assessment: An Employer’s Guide to Good Practices
U.S. Dept of Labor 2002
16. Power Tools for Hiring Winners
• Validated and researched Tests and
assessments.
• EEO and ADA legal compliance.
• Web-based testing and reporting technology.
20. Frontline
SELECT
20+ Industry Specific Tests
•Customer Service •Health Care
•Production And Distribution •Hospitality
•Inside Sales •Customer Support
•Administrative Support •Call Center
•Receptionist •Help Desk
•Convenience Store •Retail Manager
•Personal Services •Retail Sales
•Leasing Agent •More
21. SELECT
What it Measures
Most SELECT surveys measure certain core
constructs:
Productive Attitude
Energy
Frustration Tolerance
Acceptance Of Diversity
Integrity / Work Ethic
Abilities (optional)
Plus industry specific factors
24. Where to use SALESMAX
Business to Business Sales.
Complex, Consultative Selling
Vertical Markets.
Tangible Products.
Niche Markets.
Intangible Products.
Service Sales.
25. SALESMAX Delivers
• Validated results.
• Predictive sales success potential.
• Easy to customize and validate to
your organization.
• Interview questions based on
assessment results.