using selection assessments

Company Proprietary and Confidential Information

USING SELECTION ASSESSMENTS

TALENT MANAGEMENT

March 2021

Company Proprietary and Confidential Information 2

MODULE CONTENT

This material is part of RNDC University. RNDC-U provides a

structured and blended learning experience for RNDC Associates.

Our learning programs are based on a progressive training concept

anchored to the RNDC Leadership Competency Models. This

learning curriculum is for new supervisors, managers, and middle-

management roles.

© 2021 Republic National Distributing Company

Version 2

All rights reserved. This material or any portion thereof may not be

reproduced or used in any manner whatsoever without the express

written permission of the copyright holder except for the use of brief

quotations in a business review.

www.rndc-usa.com

Talent Management

Our Talent Philosophy

About HR 101

Using Selection Assessments

http://www.rndc-usa.com/


RNDC TALENT PHILOSOPHY

Our Talent Philosophy drives the RNDC Associate Success Roadmap which provides guidance on how to successfully

manage your career and workplace experience. We encourage our Associates to perform at their personal best so they

can achieve an enriching and progressive career at RNDC.

We believe every Associate is a role

model of our Core Values and

Leadership Competencies which

define how we behave as the

beverage alcohol industry leader.

Successful job performance and

leadership potential provide clear

distinction for our financial

investment on an Associate’s career

development and total

compensation.

Associates are rewarded for taking

accountability to continually grow

and learn. Conversely, a leader’s

proven ability to build a bench of

strong talent drives our success as

the Distributor of Choice.

Our talent philosophy is transparent so

that our Associates strive for career

success. As a result, the differentiation

that RNDC provides is a rewarding and

engaging career experience for our

Associates.

We are providing you this specialized learning experience to ensure you perform

at “your personal best”. Understanding our human capital practices will

enable you to build a strong and sustainable bench of talented and engaged Associates.


ABOUT HR 101

Human Resource disciplines are an integral component of our business model and the Associate Success Roadmap.

Human Resource disciplines include Talent Management (recruitment, selection, onboarding, training, professional career

development, succession planning and talent reviews, performance management); Culture and Corporate Social

Responsibility; Inclusion and Diversity; Employment and Labor Law; Labor Relations; Communications; Total Rewards

(benefits, compensation, and recognition) and HR Technology & Business Intelligence. As a highly professional

organization, we all have an accountability to ensure these business disciplines are executed with excellence.

This learning curriculum is titled HR 101 which explains important human resources practices at Republic National

Distributing Company (RNDC). These people-related practices, also referred to as human capital practices, include

processes, policies, tools, and legal requirements on why and how we manage and lead our teams. Our Associates and

teams are our most valuable asset at RNDC. Every supervisor and manager has a professional accountability to understand

these practices and role model the required leadership behaviors and Company standards to ensure we provide the best

workplace experience and culture that engages and supports the overall well-being of our Associates.


EXPERTS AT OUR CRAFT

SELECTION ASSESSMENTS

5


In 2010, RNDC selected Criteria

Corporation’s HireSelect product

for pre-employment

selection assessments

Pre-employment assessments can

help ensure alignment between the applicant and

the aptitude needed to perform

well and remain engaged in the

position for which they applied

RNDC evaluated each assessment to

ensure that the assessment

measured job-related

competencies and abilities

As a Hiring Manager, the

assessment results you receive on

each candidate give you another

point of comparison, as you work to identify and hire the person who is best qualified for

the position

6

PRE-EMPLOYMENT ASSESSMENTS

Every qualified candidate selected should be asked to complete

the pre-employment assessments. If they don’t take the assessments, they

are disqualified as a qualified candidate.


PERSONALITY ASSESSMENT

Description

The Employee Personality Profile (EPP) is a general personality

inventory that measures twelve personality traits that provide

valuable insights into a person's work styles and how they are likely

to interact with co-workers, management and customers. It can be

used for any position, and contains job-specific benchmarks that

allow administrators to compare an individual's scores against

composite profiles to determine likely job fit.

The EPP contains 140 items, takes about 10 minutes to complete,

and measures the following traits: Achievement, Assertiveness,

Competitiveness, Conscientiousness, Cooperativeness, Extroversion,

Managerial, Motivation, Openness, Patience, Self-Confidence, and

Stress Tolerance.

Validity and reliability details: Web Resource

https://www.criteriacorp.com/assessments/personality/employee-personality-profile-epp


COGNITIVE APTITUDE ASSESSMENT

Description

The GAME is a mobile-first, game-based assessment of

cognitive aptitude, which is one of the best predictors of

job success. The assessment evaluates many of the critical

factors that contribute to on-the-job performance: critical

thinking, problem solving ability, attention to detail, and the

ability to learn and apply new information. Through 3 short

mini-games, the GAME makes it easy to evaluate

candidates up front in the hiring process by providing a

quick and enjoyable candidate experience.

The GAME takes about 5-6 minutes to complete.


https://www.criteriacorp.com/assessments/cognitive-aptitude/general-aptitude-mobile-evaluation-game


COGNITIVE APTITUDE ASSESSMENT

Test Description

The CCATSM is a pre-employment aptitude test that

measures an individual's aptitude, or ability to solve

problems, digest and apply information, learn new skills,

and think critically. Individuals with high aptitude are more

likely to be quick learners and high performers than are

individuals with low aptitude. The CCAT consists of 50 items;

very few people finish all 50 items in the 15 minute time limit.

The CCAT is one of the most popular employment aptitude

assessments in the United States, having been administered

more than 5 million times.


https://www.criteriacorp.com/assessments/cognitive-aptitude/criteria-cognitive-aptitude-test-ccat


SALES APTITUDE ASSESSMENT

Predict Sales Success with a Sales Aptitude Test

The Sales Achievement Predictor (SalesAP) is a sales aptitude test

that measures personality traits that are critical to success in sales

and sales-related fields such as customer service, sales

management, marketing, and public relations. It assesses traits that

are not apparent in an interview or resume, such as inhibitions about

cold calling, reluctance to ask for a sale, and poor motivation to

follow through once on the job. Validated against actual sales

performance, the SalesAP helps companies select, place, and train

salespeople. The test contains 140 items and is written at a sixth-

grade reading level. Validity scales identify applicants who

exaggerate strengths or minimize weaknesses — and automatically

adjusts the scores of those applicants.


https://www.criteriacorp.com/files/SALESAP_SAMPLE.pdf


BASIC COMPUTER SKILLS ASSESSMENT

Description

The Computer Literacy and Internet Knowledge Test (CLIK) is an

assessment of basic computer skills. It measures a person's

proficiency with using Internet browsers and common desktop

applications such as email and word processing programs. It is a 10-

minute test consisting of two 3-minute task-oriented simulations,

followed by ten multiple choice questions. Since it is designed as a

test of the kind of basic computer literacy that is required in many

work environments, it can be used for any position which requires

basic computer skills, such as receptionists, customer service

representatives, medical billers, data entry clerks, administrative

assistants, and more.


https://www.criteriacorp.com/assessments/skills/computer-literacy-and-internet-knowledge-test-clik


MICROSOFT OFFICE TOOLS ASSESSMENT

Microsoft Word

The Word test measures proficiency with a

wide range of functionalities in Word 2013

or 2016. The test is 10 minutes and contains

20 questions. It assesses an individual’s

ability to successfully complete basic

tasks within Word across a wide range of

positions requiring regular computer use.

Some of these include creating a

document, using mail merge, formatting

text, working with margins, and editing,

formatting, and copying text.

Timed Test: 10 minutes

Microsoft Excel

The Excel test measures

proficiency with a wide range

of functionalities in Excel 2013

or 2016. The test is 10 minutes

and contains 20 questions. It

assesses an individual’s ability

to successfully complete basic

tasks within Excel across a wide

range of positions requiring

regular computer use and data

entry. Some of the tasks include

creating and saving workbooks,

editing and formatting, working

with formulas and functions,

and manipulating charts.


Microsoft PowerPoint

The PowerPoint test measures

proficiency with a wide range of

functionalities in PowerPoint 2013

or 2016. The test is 10 minutes

and contains 20 questions. It

assesses an individual’s ability

to successfully complete

basic tasks that are necessary

to a wide range of positions

requiring regular PowerPoint

use. Some of the tasks include

working with images and text

boxes, creating presentations,

formatting slides, and printing.



TEST BATTERIES BY POSITION

Assessment Test Batteries

Sales Operations Administration

Individual

Contributor

GAME

Sales AP

CLIK

MS Excel

GAME

CAST

CMRA

EPP

GAME

EPP

CLIK

Excel

PowerPoint

Manager

GAME

EPP

CLIK

MS Excel

GAME

EPP

CLIK

EPP

CCAT

CLIK

MS Office Tools

ExecutiveCCAT

EPP

CCAT

EPP

CCAT

EPP

• The Test Batteries are defined by

the position level – Individual

Contributor, Manager, Executive

– and the area of focus – Sales,

Operations, or Administration.

• In total, each set of assessments

generally takes less than 45

minutes in total to complete


KEY LEARNINGS FOR YOU

As a New Manager

RNDC provides many resources to select the most qualified talent. Using the pre-employment

assessments is an insightful tool to finding the right person for the job.

The most effective way to understand the Assessments is to review each report prior to the

structured interview. Identify areas to ask additional questions.

You are a leader of teams and accountable to hire the most qualified people for your team.

Understanding our selection process is important.

As a HR Professional

The HR Team can support line Management and Hiring Managers by training them on how to

interpret and best utilize the pre-employment assessments.

Assessments are not discretionary. They are required for each candidate. All assessments are

valid and reliable tools.

You are a Talent Champion. Understanding our selection process is important. Our goal is to be

an Equal Opportunity Employer ensuring we have an inclusive and diverse workforce.


YOUR ROLE AS A RNDC LEADER

The foundation of our success is grounded in the core values of family, service, accountability, honesty, and professionalism.

We are an industry leader known for exceptional professional development and career advancement that delivers excellence

in long-term sustainable business results and job satisfaction. We offer a vibrant culture for professionals who desire a work

experience that makes them feel accomplished, challenged and engaged. Simply stated, relationships and belonging matter

at RNDC. Our Associates genuinely care about the people and communities they serve. Every day, our Associates are inspired

to challenge themselves and achieve the fulfillment that comes from making valuable contributions to a successful and

thriving organization.

Every RNDC Leader has accountability to understand our human capital practices and role model the required leadership

behaviors and Company standards to ensure we provide the best workplace experience and culture that engages and grows

our Associates. We appreciate your leadership and commitment to our standards of excellence and vision at RNDC.

Our vision is to be the national distributor of choice of beverage alcohol producers who value the three tier system,

building branded products and profitability for all parties involved, and serving the needs of our associates, suppliers,

customers and community.

using selection assessments

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