It’s an old fashioned concept, but we believe every applicant should be treated fairly and every employer deserves fully-capable employees…we welcome the opportunity to solve your hiring, training, and promotion problems…but only if we can do it right.
The First Question
When clients ask about tests, they usually want to know if we can solve a hiring or turnover problem. Our typical reply is, “What’s your cost if the problem is not fixed? If it is not worth fixing, don’t do anything. Otherwise, do it right!”
Understand the Job
Clients are disappointed to learn not a single respected university recommends unvalidated off-the-shelf tests. Why? Bad tests invite lawsuits, encourage poor hiring practices, and usually deliver a negative ROI. Before an organization can reduce turnover or decrease bad hires, several critical job domains need explored:
- Mental alertness: e.g., the ability to learn, analyze or problem-solve
- Organizational ability: e.g., the ability to plan and organize
- Willingness: e.g., attitudes, interests, and motivations
- Interpersonal skills: e.g., coaching, teamwork, persuasion, customer service
- Treatment by managers
- And, occasionally, essential physical job elements
Only the Right Solution
Once requirements are clear, we assemble client-customized solutions using one or more of the following: “smart” application forms; behavior-based interview questions with answer keys; web-based surveys and exercises; one-on-one role plays; realistic job previews; technical tests; simulations; or, case studies. Solutions are matched to the problem.
This approach provides each client with an EEOC legally-credible system (i.e., the EEOC recommends all hiring and placement tools be job-related, based on business necessity, and either content or criterion-validated). Projects usually take 1 to 20 consulting days. Tests are purchased separately and discounted based on volume.
Every investment should be compared to its return. Lost productivity and turnover is estimated 20% to 50% of annual payroll. A typical project for a small client is usually less than a month of salary. A large client will usually invest less than the fee paid to one headhunter for one employee.
Look around. Identify the top 25% employees. That is what new hires will look like….usually half the turnover and twice the productivity. Increased productivity is immediately apparent.