Select Associate Screening System — Pre-Employment Testing
Cost effective tests to help you select and hire the best
SELECT Reports Offer These Options: - not Abilities Tests
Measures willingness to do a variety of related job duties.
Optional: Counter Productive Behaviors
This module includes assessment of Counter Productive Behaviors. Caution: Counter Productive Behaviors includes questions related to drug use and theft which are prohibited in some states. This module is now available with or without items relating to use of illegal drugs.
Report format contains structured interview questions.
What do the SELECT Associate Screening tests measure?
Each of the tests has been specially developed and validated for a specific job type or a group of jobs in a specific industry.
Each measures important underlying personality attributes in somewhat different ways, but each produces overall predictor indices of Performance and Integrity appropriate to the job or industry type.
When should SELECT tests be used?
Each of the SELECT tests have been designed to be used early in the employment selection process, after initial screening, but before the employment interview. Test results include interview probe suggestions and indications of unusual responses that should be probed during the interview.
View SELECT Associate Screening System brochure
More SELECT Associate Screening System information:
Abilities Testing Options
Total selection process
OPTIONAL ABILITIES TESTS
The SELECT Associate Screening System also allows you to separately administer a basic abilities test(s).
Use 1 or more of these 7 ability modules. Use any of them when it is appropriate for the specific job.
– Level 1 – Basic measure of reading skills
Ability to comprehend simple written instructions.
– Level 2 – Higher measure of reading skills
Ability to comprehend somewhat more complex written material and draw conclusions.
– Level 1 – Basic measure of the arithmetic skills of addition and subtraction using whole numbers and decimals.
– Level 2 – Basic measure of the arithmetic skills of multiplication and division using whole and decimals.
Basic measure of the ability to read strings of numbers and letters to check for accuracy.
Basic measure of the ability to read coding instructions and use them to accurately code items.
Graph & Tables
Basic measure of the ability to read graphs and charts to answer questions and solve problems.
Please contact us for more information, pricing, sample reports.
This system is professionally developed, fair to the job candidate (regardless of his or her gender, ethnicity, age or other special status), and are legally defensible.
Developed by organizational psychologists, SELECT Associate Screening System tests are validated for specific jobs and industries and are predictive of job success.
– EEOC / ADA compliant
– Cost effective
– Easy data management
Validation and Adverse Impact information
Each SELECT test is simple to administer:
– as a data secure web-based application
– as an intranet application wrapped in a website-based Total Selection Process, such as Applicant Tracking System -ATS
– in paper and pencil format (for those with online account), with quick input online to generate report
As you use SELECT in your hiring process, keep the following in mind:
The Cost of a Bad Hire
Apart from the traditional costs of a bad hire, which include recruiting costs, training investments, and supervisory coaching time, a bad hire in a customer contact job will have a direct impact on customer retention.
If you include lost production, supervisor time, hiring and training costs, equipment failure, and poor service to customers, the cost of a bad hire can be minimally estimated by:
Hourly rate X 400
Even at $6.00 an hour, the cost of a bad hire is at least $2,400.
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Sunday, September 15, 2019