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What are your thoughts on employment pre-testing?
Do you test your employees prior to hiring them? Do they take aptitude or personality tests? Has this helped your company culture and retain quality employees?
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3 Answers
THAT'S FUNNY
Today, I think of "drug free workplace" testing as we offer a job. We test for drugs and Yes we frequently pre-test for skills but that is in the hiring process before the client comes to my door.
Our agency gets typing, calculating, reading, translating, and other critical skills testing in their spaces before I see their faces.
Same thing with motor special skills, fork-lift operator, submarine diving, airplane flying, bumper car licenses are all required. Most technical skills are present from past experience, education, or apprenticeships.
But I've never given much credence to a "standard" employee a personality test in spite of HR's push to create something reliable. Different strokes for different folks in different spokes and all that psychobabble has never impressed me .re: compatibility or plays nice with other girls. (And I have my Ph.D. in head shrinking!) Thus, so much depends on the personal (and potential -- group representatives) 'round the table Q&A interactions.
Most serious psychological test are NOT offered for the general work force unless you carry a gun or agree to take a bullet for the boss. Too bad about very few psych testings as it might displace some rage injury incidents (don't tell Union or APA or even (gasp) the ADA boards).
I recommend most managers READ the letters of recommendations.. Even Ms. Sterns' HS 12th grade letter which was more revealing where Jr. was going than the last boss really trying to move him to YOUR shed.
SHOWER, SHINE, SMILE, SIT UP RIGHT, SAY Thank You if you are a 1st Job app -- otherwise your resume and work history should carry you along. Think before answering ALL questions (besides what is your name?).
A Normative, whole-person assessment that is designed for selection adds a dimension to the the selection process that helps avoid bad hires.
Speaking from a Call Center perspective – pre-employment screening/testing contributes significantly to increased Contact Center productivity – and to reducing turnover – and to maximizing employee retention.
So which Tools and Techniques yield the best results?
In a Study on “The Comparative Validities of a Variety of Predictors of Hourly Wage Jobs in Reducing Turnover in New Hires” the following Results were uncovered:
Interview -- 14% Predictive Ability
Reference Checking -- 26% Predictive Ability
Job Preview -- 44% Predictive Ability
Skills Testing -- 53% Predictive Ability
Personality/Job-Fit Assessment -- 80% Predictive Ability
Interviews are a subjective and potentially biased process. This Study demonstrated that regardless of an Interviewer’s Skill – or a Candidate’s ability to present well – an Offer of Employment based on a strong interview alone only had a 14% chance of predicting the long-term effectiveness of a Job Candidate for a Call Center Agent Position.
Adding Reference Checking to the Interview Process only increased the likelihood of predicting long-term effectiveness in a Job Candidate for a Call Center Agent Position to 26%. And we all know that it’s getting harder to perform meaningful & insightful Reference Checks.
Job Previews - via software-based call simulators - or through having the Candidate just spend some time on the Production Floor shadowing Agents/Supervisors - only increases the likelihood of predicting long-term effectiveness in a Job Candidate for a Call Center Agent Position to 44%.
Skills Tests such as Typing Tests, Audio Transcription Tests, Windows Literacy Tests, etc. only increase the likelihood of predicting long-term effectiveness in a Job Candidate for a Call Center Agent Position to 53%. That’s just a bit better than flipping a coin!
With an 80% Predictive Ability, Personality/Job-Fit Assessments are best at forecasting future success of a Job Candidate for a Call Center Agent Position. Candidates for Call Center Agent job need to have a unique constellation of Traits - and specific amounts of those Traits - in order to successfully complete the Job Requirements. A Call Center Agent’s long-term success depends much more upon Temperament/Personality/Job-Fit Factors than on Product Knowledge, Past Experience or Skill Set. Personality/Job-Fit Assessments allow you to select new Call Center Agents who will fit your employment needs better - and stay on the job longer - leading to a Call Center Agent Workgroup that has more experience and is more productive.
Top performing Contact Centers drive their Revenue & Performance through superior hiring tactics. We help employers gain better insight & more accurate predictions as to which applicants from a pool of Candidates would perform up to, or beyond their established standards. You can find out about a Free Trial of SPAS Call Center Agent Pre-Employment Screening Software at http://www.telesoftsystems.ca/64201.html
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