employment testing

dmd

I think I know the answer as a I type this but, here goes: Does anyone recommend an all-purpose, general pre-employment test that you have found to be helpful in evaluating/predicting an applicant's personality or style? Oh, yeah, and no specific industry or job type?

I realize there are a BUNCH of issues here including validity, reliability, applicability, etc., but I have been asked by the powers that be to research anyway. Thanks in advance for helping me with a cogent response to their queries!!

TN HR

DISC works well for us. The vendor we use is [url]www.primeresource.com[/url] We use the Employment Insights product. If you email me at [email]greyna@taylorfarms.com[/email] I will zip you a copy of the PDF report we get after the applicant takes the test.

Gene

allengeorge

We have used DISC assessments for five years. While they are certainly helpful in making sure the person fits a particular position, the added value is in untilizing the results during times when a person needs coaching a year or so after they have been with us.

Shadowfax

Just be sure the tests are validated under the uniform test guideline - otherwise you may have to establish need and job relatedness (if someone claims a disparate impact).

HRCalico

We use the Wonderlic Personnel Test. The results aren't 100%, but I feel we've learned how to read them. (For example, someone applying for a production job who scores 30/above raises red flags that they will get bored.)

Don D

What do you think my results would be?

Gillian3

I once worked for an employer who used the Wonderlic. My boss thought that if you scored 15 you could qualify for assembly, 20 or more machine shop trainee, less than 15 nowhere. To test his theory he gave it to the supervisors - the lowest score was 3 and the average around 10.

Crout

Sounds perfectly valid to me.

Don D

Says a lot for the guy who hired those supervisors. Would that be G3?

Gillian3

No, but it gave me my first clue about people who aren't test specialists making assumptions about what test scores mean.

HRCalico

We don't have actual cutoffs, just a general idea based in part on scores of current employees and ones that didn't work out. Right after I started, I admit I tested a dyslexic who scored a four. Hindsight, I should have offered an accomodation, but he had a poor work history and interviewed poorly, too.

Part of the reason we don't have specific cutoffs is because I might never hire anyone. For my last CNC operator job, I had one applicant. Thank the Lord he was qualified. I tell interviewees that the test is just one of the tools we use to compare applicants - which is true. The interview and experience are still most important, but if we have two similar people, the test helps.

Don, if you wish to provide me with an address and the credentials of a person to administer the test, I'd be happy to send you a copy. I'm afraid I don't know you well enough to make a guess. Of course, the score would be posted on this thread for all to see. (To be fair, I'd post mine, too.)