testing and selection: what should the candidate expect?
TRANSCRIPT
Testing and Selection:
What Should the Candidate Expect?
Presenters
Kristin Tull, Ph.D.
President
Joe Lubin, MLRHRManagement Consultant
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HIREthe right
people DEVELOPkey contributors
RETAIN the best performers
Since 1955, PRADCO has helped clients:
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Client Success Stories…
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When it Begins
Company information Recruiting / HR Department Selection process Incidentals
“ ...your candidate experience, from initial interaction to final decision, must be a top priority for any company, no matter the industry. Even if candidates aren’t hired, their perspectives on the overall process will have an impact on your brand, your customers, and your success…”
December 2014 article from Zach Lahey, Research Analyst with Human Capital Management
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So who cares if
candidates are happy?
Why Care about the Candidate Experience?
Source: Aberdeen Group, “Why the Candidate Experience Needs to be a Priority ASAP”, December 2014
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Candidates are Customers Too
Negative Experience
Research from Talent Board -- Gerry Crispin and Elaine Orler
More inclined to buyLoss as a Customer
Positive Experience
9%23%
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Candidates Talk
The Talent Board, The Candidate Experience 2012
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61% would refer others
50% would share experience
40% would buy services
32% of candidates would be less inclined to purchase products or services from a company that did not respond to their application
When They Aren’t Hired
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Applications of Testing
Selection
Placement
Promotion
Training and Development
Career Exploration
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Reasons to Test
History of poor hiring decisions High turnover / absenteeism High cost of a bad hire Many candidates and few openings Limited HR resources Current process outdated / violating
standards
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Cost of Poor Decisions
According to recent study of more than 2,100 CFO’s:
39% were concerned with degraded staff morale
34% were concerned with loss of productivity
25% were concerned with cost
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Characteristics of a Test
Purpose
Format
What they measure
What they can predict
Level of standardization and quantifiability
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What They Have in Common
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Types of Testing Used
41% of employers test applicants’ basic literacy or math skills
68% of employers perform applicant testing: 20% cognitive ability tests 14% managerial assessments 13% personality tests 10% physical simulation of job tasks 8% interest inventories
www.siop.org18
Are They Expected?
YES
Do They Like Them?
PROBABLY NOT
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Impact of Pre-hire Assessments
Source: Aberdeen Group, January 2014
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Why Some Don’t Do It
Cost
Fear of legal action
Practical constraints
Current process is good enough
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What Makes a Good Test?
Reliability: Results are consistent over time
Validity: Test measures what it is supposed to
(content)
What it measures is important to successful performance on the job (predictive)
It appears relevant to the job (face validity)
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Testing
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Source: Aberdeen Group: “Getting the Most out of Your Pre-Hire Assessments”,
May 2014
When Do Employers Use Tests?
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Employer Best Practices
No discrimination Validated Job-related No adverse impact Know the job requirements Train appropriate personnel More information: http://eeoc.gov/
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Where Do Most Miss the Mark?
Employers are most communicative:
72% at the initial employment stage
88% at the interview
59% during testing
Candidate testing results:
42% done better with more information
31% better results if more prepared
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When Candidates Withdraw
37% The salary did not meet expectations
31% Didn't like or communicate well with the hiring manager
23% Did not have a good rapport with the recruiter or other staffing
personnel
19% Company culture was not a fit
14% The job was not as described
9% No flexible work options The Talent Board | The Candidate Experience 2012
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Why Candidates Should Want to Participate
They are moving forward in the
process
Process can be thought provoking
Company gets objective data v. bias
Ensures fit for both
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Candidates’ Perception of Fairness
Is the test relevant? Is it reasonable? Does it match their understanding of the
job? Are they being treated appropriately? Timing in the process Mechanics of the test:
N/A option Forced choice Technology platform
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Other Best Practices
When should companies test?
Consulting firm = extension of
company
Recruiters and testing
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Advice to Candidates
Take test in a quiet place
Give it your best effort
Show a sense of urgency
Be transparent / forthright
Ask questions
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When Evaluating Candidates
It all matters
Efficiency of process
Testing is a work sample
One piece of the puzzle
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Final Thoughts
Use the right tests in right situations
Communicate clearly and often to create positive candidate experience
Use results of testing as one piece of equation to make the best decision possible
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