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Performance-based Hiring-vs-Skills/Predictive Testing,[object Object],How to improve hiring and retention,[object Object]
Regulatory Considerations,[object Object],http://www.dol.gov/compliance/topics/hiring-testing.htm,[object Object],Several federal laws determine the conditions under which an employer may require a job applicant or newly hired employee to undergo certain tests before making a decision on whether or not to hire the applicant or before scheduling the new hire for work. ,[object Object],The Equal Employment Opportunity Commission has primary responsibility for the enforcement of laws prohibiting adverse impact resulting from pre-employment testing or selection procedures. Pre-employment tests or other selection procedures having an adverse impact on employment of individuals based on the individuals race, sex or national origin are generally considered to be employment discrimination unless they are job related for the positions in question and consistent with business necessity. ,[object Object]
http://apps.opm.gov/ADT/Content.aspx?page=3-07&AspxAutoDetectCookieSupport=1&JScript=1,[object Object],Job knowledge tests are used in situations where applicants must already possess a body of learned information prior to being hired. They are particularly useful for jobs requiring specialized or technical knowledge that can only be acquired over an extended period of time. Examples of job knowledge tests include tests of basic accounting principles, computer programming, financial management, and knowledge of contract law. ,[object Object],Job knowledge tests are often constructed on the basis of an analysis of the tasks that make up the job. While the most typical format for a job knowledge test is a multiple choice question format, other formats include written essays and fill-in-the-blank questions.,[object Object]
http://www.eeoc.gov/policy/docs/factemployment_procedures.html,[object Object],Employer Best Practices for Testing and Selection,[object Object],Employers should administer tests and other selection procedures without regard to race, color, national origin, sex, religion, age (40 or older), or disability.,[object Object],Employers should ensure that employment tests and other selection procedures are properly validated for the positions and purposes for which they are used. The test or selection procedure must be job-related and its results appropriate for the employer’s purpose. While a test vendor’s documentation supporting the validity of a test may be helpful, the employer is still responsible for ensuring that its tests are valid under UGESP.,[object Object]
Regulatory Considerations,[object Object],Summary:,[object Object],Whatever Test, or Assessment, or Solution we adopt, we need to consider our Federal Government Contractor status and our EEOC documentation requirements.,[object Object]
Skills / Personality Tests,[object Object],Achievement Tec / Guardian = personalitytesting.com,[object Object],http://www.personalitytesting.com/FAQ.htm,[object Object],How would you describe your hiring process?,[object Object],Stone Age or Computer Age,[object Object]
eTapestry utilized the “Guardian” Test from Achievement Tec.,[object Object],There are “Achievement”, “Performer”, and “Guardian” Tests to be selected based on skills / position. i.e., “Sales Achiever” for Sales; “Executive Achiever” for Management or Exec; “Guardian” for skilled hourly employees, etc. ,[object Object],There are sample tests online for each category,[object Object],Costs are: $1100.00 for 200 “Credits” ($5.50/each),[object Object],Each Test costs a certain # of credits:,[object Object],*NOTE: These prices are for a Company that has been using the system for awhile, and is setup for “Self-Service”. The recommendation is for “Full-Service” to start, which costs almost 50% more per test. (Guardian $95; Sales Achiever $165),[object Object]
Achievement Tec Credibility,[object Object],Our assessments have been reviewed by the Office of Federal Contract Compliance which has stated that there is no need to validate each assessment within each company since there are no pass or fail scores and there is only a slight possibility of adverse effect on a protected group.,[object Object],Achievement Tec maintains construct validity of its assessments, as well as conducting continuous ongoing concurrent validation studies for clients establishing "benchmarks" for their respective jobs. ,[object Object],The assessments are comprehensive, and are recommended by Jay. The only question or consideration would be the Cost, if we choose to incorporate pre-employment testing in our hiring process.,[object Object]
Lower Cost Testing Solution,[object Object],http://www.keirsey.com/products_overview.aspx,[object Object],Recommended by our Benefits Administrator, GISI,[object Object],Building High Performance Teams      ,[object Object],Team Building | Team Synergy,[object Object],Implementing the KTS-II provides analysis of a team’s greatest strengths and weaknesses. The KTS-II helps to create a culture where individual members can synergistically contribute their best talents, leading to innovation, creativity and dynamic performance results. Whether it be a group of high powered executives or a team of talented associates serving in a specific functional area, The KTS-II can be implemented to help leverage the best of a team to produce extraordinary results.,[object Object],Selecting, Developing, and Retaining the Best,[object Object],Recruitment & Hiring | Leadership Development | Employee Retention,[object Object],The KTS-II is implemented by organizations in order to attract, develop, and retain high performing leaders. The KTS-II can help to identify leadership talent, develop leaders of differing temperaments, and keep high performance leaders excited and motivated. Whether it be an on-boarding program, a leadership development initiative or for performance reviews, the KTS-II adds tremendous insight to increase the capacity of an organization.,[object Object]
Pricing is a bit confusing, but overall, it is less expensive than Achievement Tec.I left a voicemail with their Sales Department to get more info on their pricing.It is recommended as a good solution from our Benefits Administrator, GISI.,[object Object],Registered KTS-II Administrator Pricing 	,[object Object],A Registered KTS-II Administrator account can be opened by an individual who agrees to the general terms / conditions and ethical guidelines on the Administrator Registration page. ,[object Object],	Quantity 	Classic 	Learning	Career	Corporate 	Discount	,[object Object],<30 		$14.95 	$14.95	$19.95	$24.95 		Regular price	,[object Object],31-100 	$13.46 	$13.46	$17.96	$22.46 		10% discount	,[object Object],101-500 	$11.96 	$11.96	$15.96	$19.96 		20% discount	,[object Object],501-1000 	$10.47 	$10.47	$13.97	$17.47 		30% discount	,[object Object],1001-2500 	$8.97 	$8.97	$11.97	$14.97 		40% discount	,[object Object],2501-5000 	$7.48 	$7.48	$9.98	$12.48 		50% discount 	,[object Object]
Predictive Index (PI Consulting),[object Object],Predictive Selection and Interviewing,[object Object],Finding the most qualified people in the job market is only half the battle in making the right hire. By understanding an individual’s motivating needs, strengths, weaknesses and work related behaviors you are arming your managers with objective information to make an accurate hiring decision. ,[object Object],Interviewing and selecting the right people is one of the most critical contributions managers can make to your organization’s success. The hiring decisions you make today will influence your organization for years to come. ,[object Object],Your employees will come away with the ability to:,[object Object],Use a disciplined approach to define a job and its specific requirements ,[object Object],Identify the behaviors required for job success ,[object Object],Apply techniques to quickly identify the most qualified candidates ,[object Object],Match the right people to the right jobs ,[object Object],Predictive Selection and Interviewing is a one-day workshop that provides managers with a structured process to select candidates that will have a dramatic increase in performance, retention and job satisfaction.,[object Object]
With PI for Small Business, you'll be more able to:,[object Object],Have confidence in your hiring decisions and reduce costly turnover,[object Object],Avoid potential conflicts by knowing before you hire someone how you will work together,[object Object],Find the right individuals to complement your strengths,[object Object],PI is a combination of assessment, education and consulting support.  We teach managers how to apply the information from PI to build a more productive organization. ,[object Object],When I asked for pricing information on their tests or assessments, the reply was: “We are not a testing company, but a consulting company”.,[object Object],The Rep sent links to their surveys and is to call me back with results and recommendations. ,[object Object]
Summary for Predictive Index,[object Object],Without knowing the pricing structure, or what additional costs there may be in addition to the 1 day Training, I cannot make a recommendation on PI yet.,[object Object],I will follow up after they have reviewed our assessments and made a recommendation.,[object Object]
Performance-based Hiring,[object Object],http://adlerconcepts.com/index.php/aboutus/performance-based-hiring,[object Object], ,[object Object],What is Performance-based Hiring?,[object Object],Performance-based Hiring is an end-to-end, four-step process for hiring top talent. It is the only validated methodology that integrates sourcing, screening, interviewing, and recruiting into a seamless approach based on how top people look for, compare, and accept one position over another.,[object Object],Top people are looking for growth, challenge, and learning opportunities, not another job. Since most are fully-employed, they are unwilling to fill in long applications or wade through job board postings to find something better than they already have. While they will explore new opportunities, their process for doing this is far different than the typical candidate.  It’s more measured, based on an open exchange of information and an evaluation of their long-term and short-term situations in balance.,[object Object],In order to attract and hire top talent, a company’s sourcing, interviewing, and recruiting processes must be modified to meet their unique needs. This is what Performance-based Hiring is about. Even more important, this is accomplished without compromising assessment accuracy or paying unnecessary salary premiums.,[object Object]
Adler Concepts,[object Object],Bryan Johanson will be calling at 4:00PM Eastern on Friday 7/16 to demo Performance-based Hiring. Their pricing is based on Annual membership and it is a big commitment. ,[object Object],I am convinced they will show us the investment will pay off in multiples by hiring and retaining the best people.,[object Object],The decision will be an economical one, compared to Achievement Tec or a competitor.,[object Object],Performance Based Hiring is more of a commitment for Managers and Recruiters. It involves online or onsite Training for all parties. It is a way of transforming the hiring process.,[object Object],We should consider the level of involvement for our hiring managers, and the change management necessary to implement Performance-based hiring.,[object Object]

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