Different types of Staffing Assessments

1. Different types of Staffing Assessments

2. Learning Objectives • Discuss the different types of staffing assessments • Learn why assessments are important and how to assess their value • Discuss the fundamentals use of staffing assessment • Learn how candidate information is collected when using staffing assessments

3. Types of staffing assessments Future Performance Qualification & Experience Questions Resume Screens Knowledge & Skills Tests Behavioral Interviews Background Checks Drug Tests Personality Measures Cognitive Ability Measures Physical Ability Tests Simulations “What canthey do?” “What have they done?” “What do they want to do?” Culture and Organizational Fit Measures Career & Job Interest Inventories Motivational Questionnaires

4. Why are staffing assessments important? Good Hire Average Hire Bad Hire Value $ “I quit” break even point “I quit/ you’re fired” Time →

5. Assessments allow you to capture the value of good hires Average Tenure: 3 years Average Cost (Salary + Benefits): $40,000/year Human Value Added: $80,000/year The financial value contributed by employees; assumed to be twice their cost Job Performance Variance: 25% The difference in productivity between low and high performing employees Assessment Predictive Accuracy: 10% Reflects the “validity” of the assessment; how much of the performance variance in a job is predicted by the assessment Financial value of using the assessment to guide hiring decisions = (Human Value Added) * (Tenure) * (Performance Variance) * (Predictive Accuracy) = ( $80,000/year ) * (3 years) * ( .25 ) * ( .10 ) = $6000 per hire Does not include value gained by reducing the number of hires whose performance is so bad that you fire them (catastrophically bad hires)

6. Comment posted by employee from “Brand Name” store on a public customer service forum (SIC): I work at Brand Name and I do not think it sucks. The people who come into the store are the dumbest people on earth. They come in just for the damn re-bates and then complain about them. What the hell? Can they not read our return policies too? Go to [lists names of competing stores], I don't care. Just remember when you are an [expletive] to me I will "turn on the fun." Assessments allow you to avoidthe cost of bad hires

7. Why assessments are more accurate than people at evaluating candidates Candidate A Candidate B Alberto Navarro Ruth Smith No retail experience 17 years retail experience BA in social work GED Never been fired Fired once Nicely typed resume and application No resume & mis-spelled application Showed up to interview in advance Showed up to interview late Sees this position as stepping stone Wants a long-term stable job with to administrative/leadership roles good benefits Never worked in a union environment Former union steward

8. Fundamental Use of Assessments • Social Security Verification • Drug Screens • Criminal Record Checks • Physical Ability Tests • Credit Reports • Reference Checks • Resume Capture & Reviews • Pre-Screening Questionnaires • Unstructured Interviews • Structured Interviews • Knowledge & Skills Tests • Job Simulations • Integrity & Reliability Tests • Culture & Work Fit Inventories • Ability Tests • Personality Questionnaires Assessments that are interpreted directlyrequire less criteria validation Assessments that are interpreted behaviorally require more criteria validation

9. Categorizing Staffing Assessments • Physical Exams • Investigations • Interviews • Resume Screens • Self-Report Measures • Knowledge, Skills and Ability Test • Situational Measures

10. Investigations Drug Screens • medical screening Physical Ability • perform physical task

11. Investigations Criminal Records • public and private databases Social Security Verification • government databases Credit Reports • credit reporting agencies

12. Criminal Record Check

13. Interviews • Most common used assessment • Help with recruitment of candidates • Provides a sense of involvement and ownership • Gives candidates a sense of fair evaluation

14. Interviews • Structured • Unstructured

15. Interviews Questions Motivational goals and motives related to career and job Question: “How would you describe your idea job?”

16. Interviews Questions Situational how a person reacts to different hypothetical job-relevant situations Question: “Describe how would calm down an irate customer?”

17. Interviews Questions Behavioral-Based sharing past experiences handling job related situation Question: “Tell me about a time you had to manage a large project that required coordinating the work of several different groups.”

18. Interviews Questions Practice writing interview questions

19. Resume Screens • Key word search engines • Text interpretation software • Manual ranking and rating

20. Resume Screens Resume Capture and Reviews • uploaded to company website Electronic Recruiting Agents • actively searching the web

21. Self-Report Measures Candidates answer multiple-choice questions about their capabilities, attributes, interest, beliefs or background

22. Pre-screening Questionnaires Qualification questions: • specific skills • experiences • credentials • relevant to employment

23. Weighted Application Blanks • Overall scores based on candidate response to questions • Used for screening out candidates that do not meet minimum requirements • Staffing technology allow companies to design questions

24. Personality (Work style) Measures • Behavioral tendencies • Work habits and interpersonal style • Ask self-descriptive questions: preference, behaviors and past experience • Candidates are asked if they “agree” or “disagree” • Non-timed measure • Questions range from 30 – 300 • Measure Soft skills – leadership, sales, teamwork, reliability, customer service and work commitment

25. Personality (Work style) Measures Which adjective best describes you? Motivated vsCalm Modestvs Attentive Which option best describes your work preferences? Work at a fast, hectic pace vs Have enough time to do things right Work with constant interruptions vs Work without getting distracted Do you agree or disagree with the following statements? You like to do several things at once You work on one thing at a time so you don’t make mistakes You tend to juggle doing more than one thing at a time

26. Integrity and Reliability Tests • Predict highly counterproductive activities – i.e. theft • Avoid making catastrophically bad hires • Less value in determining candidate productivity Overt QuestionsCovert Questions I consider myself to be something of a “rebel”. How many times have you come to work under the Influence of alcohol?

27. Biodata Inventories • Ask candidates about previous life experiences and accomplishments • Show statistical relationship to relevant job behaviors • Address varied topics- hobbies, recent social activities and previous job experience Questions “How many jobs have you held in the past two years?”

28. Culture and Work Environment Fit Inventories • Ask candidates about preferences, values, beliefs and desired work environment • Compare responses against profile reflecting the work environment • Can reliably predict tenure and organizational commitment Questions “Which of the following do you most want from a job?” • The opportunity to make money. • A table source of income and benefits. • Being allowed to work with advanced technology

29. Knowledge, Skill and Ability Tests • Ask candidates questions that have objectively correct answers based on facts and/or logic Achievement testAptitude Tests Measures what people Measures people’s ability to have done in the past to solve problems -- knowledge and skills -- ability focus focus

30. Ability Tests • Measures an applicants ability to process information, solve problems and learn new concepts • Ability tests are timed • Attributes assessed are: verbal, math and other cognitive ability • Legal concerns for adverse impact Sample Question “If a person started facing north and then turned 90 degrees counterclockwise, and then turned 180 degrees clockwise, what direction is he facing?”

31. Ability Tests Which of the bottom 4 pieces is the correct pattern to complete the top matrix? A. B. C. D.

32. Knowledge Tests • Measures an applicants knowledge of specific information and tasks • Evaluate familiarity with information related to certain subject matters Questions “What is the French translation of the word ‘airplane’?” “What does the computer term ‘GUI’ mean?”

33. Knowledge Tests Sample Questions • All explosives and blasting caps must be stored in: • The blaster’s truck. • A magazine. • The site supervisor’s shed • Underground vaults. The correct answer is “B”. You would press “B” on your touch screen monitor.

34. Skills Tests • Measures an applicants ability to apply their knowledge to perform certain task • Mirror the task actually used on the job • Provide little value if assessments pass or fail everyone • Evaluate whether the assed skill(s) can be taught • Effective at predicating job performance • Example: Asking a candidate to create a graph in MS Excel

35. Skills Tests

36. Situational Measures • Ask candidates to respond to hypothetical or simulated situations • There is no right answer based on objective logic • Measures range from paper-and-pencil questionnaires or highly involved video-game-like simulations • Evaluated and scored using pre-defined criteria • Categories are: low-fidelity, high-fidelity and cognitive tasks

37. Low-fidelity Simulations • Read written descriptions of various job-relevant situations and answer questions about the situations • Takes more time and candidates read more material • Perceived as more job-relevant by candidates • Negatively impact candidates with lower reading ability

38. Low-fidelity Simulations Sample Question You have been working for several hours to carefully organize merchandise in the store when you stop to take a break. When you come back you find that a co-worker has been carelessly searching through the merchandise and messed up the work you did. • Tell your co-worker that you are upset and ask that they do not mess up your work in the future. • Take a few minutes to make sure you are calm, and then ask your co-worker what happened. • Ignore it and start again; reminding yourself to leave a sign or a barrier next time you take a break. • Tell your supervisor what the person did.

39. High-fidelity Simulations • Use audio, video, computer simulations or human actors to re-create actual job situations • Use equipment and machinery for work sample • Assessed based on how candidates react to situation • Very positive candidates reaction • Expensive and time-consuming to administer • Difficult to score

40. Cognitive Task Simulations • Require candidates to perform simple task or video game • Provide a highly realistic and job-relevant experience • Accurate at predicting specialized job skills • Provide candidates with a realistic job preview • Expensive and time-consuming to administer • Difficult to score

41. Cognitive Task Simulations • Require candidates to perform simple task or video game • Provide a highly realistic and job-relevant experience • Accurate at predicting specialized job skills • Provide candidates with a realistic job preview • Expensive and time-consuming to administer • Difficult to score

42. Case Study: New Market Expansion • Read the brief case study on p. 99 • Determine which assessments works for your group and why? • Share any practical examples you may have experienced