· Ease ofimplementation: if it is difficult to administer, you won’t use it.
· Ease ofinterpreting outputs: if it is difficult to interpret results, it’s notuseful.
· Breadth ofprofiles offered: how many titles and positions covered? Often, a fewprofiles are able to widely predict performance across many jobs.
· Coverage ofcompetencies: if you can only test for three competencies, test forinterpersonal skills, problem solving and work ethic.
· Time to hire:the process should only take one to two days tops, including evaluating andscoring.
· Legaldefensibility: how would the results generated help or hinder you in court?
· Price per hire:if two systems are equally valid, then you’d take the cheaper one.
· Reliability andconsistency: will a hiring manager still use it correctly three years aftertheir initial training sessions have been completed?
· Perceivedfairness of test: test takers are future customers. How will they feelabout your test later?
SOURCE: From a speech by MatthewO’Connell, co-founder of Select International, at a conference on