Pre-employment testing adds objective, digital information to the otherwise subjective hiring process to help you reduce hiring risk.
Demographics and The Internet Are Making Hiring More Challenging
This report from the Department of Labor tells the story: demographic
trends are working against you.
There is less than one person available to hire for every job available. Unfortunately, this means that some companies can't locate, attract, and hire the high quality candidates they need.
HR Strategies Today can help you solve this problem by creating a data driven Performance Model for any position and using this model to write job postings that attract your ideal candidates.
The amount of information available on the internet means that candidates know what you are going to ask before you ask.
And they are well prepared in advance with perfect answers that are designed to get them the job, not help you hire the right person.
We can help by analyzing your needs and recommending a modern pre employment test that digitally compares your candidate to a job and generates customized interview questions.
You can then add these questions to your existing process to help you explore candidate strengths and weaknesses in ways they won’t be prepared for.
Thirty years of research shows that the traditional resume / experience / education / interview selection strategy doesn't provide enough information to consistently hire top performing employees.
Behavior (not personality) and cognitive ability are the two factors with the highest correlation to hiring success and they are almost impossible to accurately measure during a traditional interview process.
Candidates fail because of the existence of negatives, not a lack of positives.
A properly designed employment test adds objective information to an otherwise subjective decision process and uncovers weaknesses and strengths you might not be aware of based upon the results of an interview or their experience and training..
An employment test with Job Fit Analysis objectively compares a candidate to the cognitive, behavioral, and motivational requirements of the job to help a hiring manager determine what interview questions to ask.
Interviewing takes practice and experience, but most hiring managers only interview a few times each year.
Even experienced HR professionals can benefit from the customized interview questions generated by a hiring assessment when it compares a candidate to the thinking style and behaviors required to be successful in the job.
Fortunately, there's no need to change your hiring process.
Simply add these customized interview questions to your existing interview process to make sure you explore all of the potential strengths and weaknesses that will impact the success of the candidate.
Even better than hiring high quality new people is keeping the ones you already have!
You probably know from experience that your best people are the ones who are most likely to leave because they are highly qualified and being recruited by your competitors.
The good news is that our assessments can help you retain existing top performers by providing team optimization, coaching advice, career pathing and succession planning.
Our mission is to provide a complete employee lifecycle solution.
As you know, sourcing, recruiting, hiring, and training is more expensive than ever before, so it's critically important to reduce turnover by making sure that every hire fits their position.
Job fit technology reduces turnover because when someone "fits" their job, they don't think about leaving and they become impervious to headhunters – even if they are offered more money.
And... they work harder, are more productive, and don't waste management time.
You know from experience that someone who fits their job is more productive because their responsibilities match their natural behaviors and the work is easier and less stressful for them.
Research reveals that employees who are well matched to their jobs are 2.5 times more productive on the job - and that the higher the level of job, the greater the gain in productivity.
What if you could predict how well someone will fit into an existing team – or solve current team problems?
Our assessments will help your team leaders and team members understand their similarities and differences so they can address the group’s dynamics in a constructive way
The Team Analysis report can also be used for planning and selection to see how a new team member might affect team dynamics.
Our leadership assessment gives you reliable insight into a candidate’s leadership potential and their approach to meeting leadership challenges.
It helps hiring managers understand how a candidate leads by revealing an individual’s key characteristics and their personal strengths and challenges as they relate to six universal Leadership Skills.
Featuring tailored questions and tips on ‘what to listen for’ with each candidate, this report gives you a valuable edge in selecting your next leaders.
Want to get the most out of everyone?
The best way is to take advantage of the natural strengths of each person while minimizing any problems created by their natural behaviors.
Unfortunately, few managers have the training and experience needed to to do this. Many times managers know that something is wrong, but they don’t know what it is.
To solve this problem, our assessments create customized coaching advice that can be used by any manager to solve challenges and take advantage of natural strengths… and get the most out of everyone.
A Pre-Employment Test Can Be A Valuable Addition To Your Process If It Is Used Right
Here five best practices for using a pre-employment test to avoid hiring mistakes and hire more top performers for your company.
These employment test best practices have been developed over the past twelve years working with clients to hire thousands of people. They are tested and proven. Here they are:
Here six worst practices for using a pre-employment test.
These are the worst practices we have observed over the past twelve years working with clients to hire thousands of people. Here they are:
Adding a hiring assessment can be fast and easy.
Our goal is to enable you to leverage our expertise and for us to be involved in the process as much or as little as you prefer.
This means that our service can range from "done for you" to "done with you", to "do it yourself".
Which ever level you prefer, we are here to advise and help in any way you need.
The HR Strategies team has been working with hiring assessments for over a decade and we have served both for profit and non profit organizations ranging in size from 10 to 40,000 employees.
This gives us an unmatched level of expertise in both using assessments in the hiring process, and hiring strategies in general.
As part of our five start service program, our expertise is always available to our clients at no additional cost.
Our goal is to always make sure you hire the best person possible for every job.
A pre-employment assessment is one part of a successful hiring process, and we have resources, training, and consulting available to help you with your entire process.
The HR Strategies team is led by nationally known expert, Paul Endress, who has spoken at dozens of SHRM events and helped organizations of all sizes use the latest advances in psychology and technology to optimize their hiring strategies.
Hiring assessments range in price from $20 to $250 or more and we will be glad to help you select the assessment that will solve your problems and give you the results you deserve.
Generally, a good hiring assessment costs less than the cost of a bad hire for one week!
All hiring assessments claim that they are "validated", but there are a lot of variables in that claim.
Fortunately, we have taken the guess work out of the process for you by reviewing the major hiring assessments in the marketplace and selecting those that have the best real world results for our clients.
There are many types of hiring assessments including: general purpose, executive and leadership, sales, customer service, honesty and reliability, and communication patterns.
Generally, personality tests such as DISC and Myers Briggs are not valid for hiring.
We will use our expertise to help you select the hiring assessment that is right for you.
Yes... as long as they are used within the guidelines provided by the US Department of Labor.
You can find their publication Testing and Assessment: An Employer’s Guide to Good Practices here.
But, don't worry - we understand all of the guidelines and have years of experience using assessments to hire thousands of candidates.
We are here to make your life easier and can take care of everything to give you the results you need without you needing to read this seventy page document.
HR Strategies Today is dedicated to helping organizations of all sizes use the latest advances in technology and psychology to hire, develop, and retain high performing employees and teams.