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FAQ's
Frequently Asked Questions
How can we select reliable and accurate assessment tools for our serious business decisions?
What benefits can we expect from using HireSmart assessments?
How do HireSmart Assessments fit into what we are currently doing?
Do HireSmart Assessments comply with EEOC, ADA and the 1991 Civil Rights Act regulations?
What is Online Screening and why does it work?
What are Scientific Online Screening Systems?
How do you build appropriate success benchmarks for a job?
What type of information is collected using Online Screening Systems?
How can we improve the quality of our hiring system?
What questions can be answered by a HireSmart system?
How does a HireSmart system work?
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Job related assessments are essentially the only
way to document objective and non-discriminatory hiring practices. Only
the assessment components are purely objective. Tests and assessments
(unlike interviewers) are incapable of being influenced by the applicant's race,
gender, national origin, religion, age or disability. Assessments must
provide fair and equal employment opportunities to all applicants.
Assessments must avoid adverse impacts against any protected groups.
HireSmart assessments offer a benefit in that they establish documentation of a
non-discriminatory selection process. Any selection decision must
incorporate information from a number of data points. The candidate's
attitude, skills, interpersonal competencies, education and experience must also
be evaluated. [Top]
Online screening asks applicants to provide only the
essential information relevant to their ability to perform a job. Instead of
looking at all the information available on the candidate, online screening
presents only the information considered essential to the job. The first step
involves setting minimum job requirements and screening out persons who do not
meet the minimums in your online job application. The next step deploys a
standardized assessment of a sampling of the skills, personal characteristics
and competencies that are required for success in the job. An efficient and
effective hiring system will organize the essential candidate information in a
Rank Ordered table so it is easy for the hiring manager to prioritize
candidates for the next step in the hiring process. [Top]
Scientific Screening systems require the use of standardized assessment tools
that help us see below the surface information presented in a resume. The
metrics produced show how well each of our candidates fit the benchmarks for the
job. The position's benchmarks are developed using simple and convenient job
analysis methods. Scientific Screening Systems assess the personal qualities,
skills and competencies a candidate brings to the job. The candidate's
motivations, preferences, abilities and values that are below the facade can be
accurately assessed. The metrics from Scientific Systems can be used to compare
candidates to each other.
Online
screening systems will organize all the collected candidate information into a
Rank Ordered table.
The Comparative Index represents the applicants' probability of success for a
given job based on the obtained metrics, instead of hopeful speculations or
guesswork. Scientific Screening Systems have technical manuals showing their
compliance with EEOC and ADA guidelines and standards. [Top]
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Subjective
Objective John E. Hunter and Ronda F Hunter, Validity and Utility of Alternative
Predictors of Job Performance, Psychological Bulletin, Vol. 96, No. 1,
1984, p. 90; Robert. P. Tett, Douglas Jackson and Mitchell Rothstein, Personality
Measures as Predictors of Job Performance: A meta-analytical review, Personnel
Psychology, Winter 1991, p. 703. Michigan State University's School of
Business. Schmidt, Frank L. and Hunter, John E.
The Validity and Utility of Selection Methods in Personnel Psychology:
Practical and Theoretical Implications of 85 Years of Research Findings;
Psychological Bulletin, Vol. 124, No. 2,
1998, p. 262-274 [Top] [Top] [Top] [Top] [Top]
There are several ways to build appropriate
benchmarks for your job. A variety of Job Analysis Questionnaires can be
used. You can also use a Panel of Experts to develop the skills,
personal qualities and competency benchmarks. You can also use information
obtained from Internet databases like the O'Net. There are also
several commercial products like
the
Online Janus System that was designed to facilitate job analysis. The Janus
System makes it easy to identify from 3 to 10 core competencies per position.
It allows users to build competency-based job descriptions, develop job-specific
interview questions and administer performance evaluations. The Performance
Improvement Characteristics (PIC) from Hogan Assessment Systems is a job
analysis method for assessing personality-based job requirements. It measures
the requirements of a job as it is, and as it should be, by identifying
characteristics necessary for effective performance. There are also systems
like ePredix that have a wide range of standardized solutions organized by
competencies for specific job categories.
Personality -
questions that
reveal aspects of the
personality as they relate to success on
the job. It measures work related personality traits to help predict job
success.
Traditional Hiring
Methods
Most employers use a combination of
application, interviews, resumes and employment reference checks. These methods
are best described as subjective. Traditional hiring methods are
highly
vulnerable to data distortion or falsification. Resumes are
often exaggerated or falsified. Interviews are greatly influenced by "first
impressions, appearance halo effects or chemistry". References are often groomed or coached.
Subjective hiring methods provide useful, but limited information.
Modern Hiring Methods
Modern hiring methods use
on-line applications, integrity and job fit screenings, personality profile
assessments, job matching benchmarks and background checks. The information
collected is highly accurate and reliable. The
information collected can also
used to improve performance through individualized coaching and management. Objective hiring methods make your hiring process more defendable
to any
EEOC and ADA challenges. Screenings and profiles are not as vulnerable to
faking or distortion and halo effects. Validity indicators on assessments help to verify the authenticity
or candor of the candidate's
responses.
Research Shows the Relative Value of Different Hiring Methods
Interviews alone
14% accuracy
Reference Checks + Interviews
26% accuracy
Personality Assessment + Reference Checks + Interviews
38% accuracy
Ability + Personality Assessment + Reference Checks + Interviewing
54% accuracy
Interests + Abilities + Personality Assessment + Reference Checks + Interviews
66% accuracy
Job Matching (benchmarking) + all of the above
75% accuracy
References / Sources:
85 years of Personnel Selection Research
How Accurate are Different Predictors of Performance?
Integrity Tests (27%) + General Mental
Ability (51%)
76%accuracy Work Sample
Tests (24%) + General Mental Ability (51%)
75% accuracy
Structured Employment Interviews (24%) + General Mental Ability (51%)
75% accuracy
Conscientiousness Tests (28%) + General Mental Ability (51%)
69% accuracy
Job Knowledge Tests (14%) + General Mental Ability (51%)
65% accuracy
Job Tryout Procedure (14%) + General Mental Ability (51%)
65% accuracy
Peer Ratings (14%) + General
Mental Ability (51%)
65% accuracy
Training and Experience Consistency Method
(14%) + General Mental Ability (51%)
65% accuracy
Reference Checks (12%) + General Mental
Ability (51%)
63% accuracy
Unstructured Employment Interviews (8%) +
General Mental Ability (51%)
59% accuracy
Job Experience in Years (6%) + General Mental Ability (51%)
57% accuracy
Assessment Centers (4%) + General Mental Ability (51%)
55% accuracy
Training and Experience Point Method (2%) + General Mental Ability (51%)
53% accuracy
Biographical Measures (2%) + General Mental
Ability (51%)
53% accuracy
Years of Education (2%) + General Mental
Ability (51%)
53% accuracy
Interests (2%) + General Mental Ability (51%)
53% accuracy
Graphology (0%) + General Mental Ability (51%)
51% accuracy
References / Sources:
Hire right the first time!
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