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Interview Process
Recruiting & Staffing
Interview Process
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
We are currently looking at ways to streamline our Interview process, inorder to save us time from unqualified candidates taking too much time. One thing we were thinking was adding a personality test
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Forums » Topic Forums » Recruiting & Staffing » Interview Process
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Interview Process
posted at 3/8/2007 2:09 AM EST
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Posts: 7
First: 7/26/2001 Last: 11/12/2008 |
Depending on the state you are in, I would be very careful w/behavioral tests as they are much more likely to be seen as discriminatory. However, skills tests are much more objective and therefore less risky, in this area. Having said that, I do want to also say that we do utilize a phone interview first, and I'd be happy to share the template if you'd like. Please email me at jobs@saybrook.net
Best of luck! |
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Interview Process
posted at 3/8/2007 2:16 AM EST
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Posts: 2
First: 3/8/2007 Last: 3/8/2007 |
Using ACT's WorkKeys assessments are a tremendous way to make initial cuts to weed through a huge pile of applications. In Missouri, we use WorkKeys for the Career Readiness Certificate, which shows the level of knowledge an applicant brings. If an employer truly knows what levels of knowledge an applicant needs, then this is a way to pre-select based on fact and not intuition. If your state doesn't have a certificate program like we do in Missouri, then ACT has a National Career Readiness Certificate that you can pursue directly. Because the assessments are consistent, then the certificate is portable to apply to jobs anwhere in the country. |
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Interview Process
posted at 3/8/2007 2:18 AM EST
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Posts: 2
First: 3/8/2007 Last: 3/8/2007 |
Using ACT's WorkKeys assessments are a tremendous way to make initial cuts to weed through a huge pile of applications. In Missouri, we use WorkKeys for the Career Readiness Certificate, which shows the level of knowledge an applicant brings. If an employer truly knows what levels of knowledge an applicant needs, then this is a way to pre-select based on fact and not intuition. If your state doesn't have a certificate program like we do in Missouri, then ACT has a National Career Readiness Certificate that you can pursue directly. Because the assessments are consistent, then the certificate is portable to apply to jobs anwhere in the country.
[quote] On 2007-01-25 09:22, TalentZoo wrote: We are currently looking at ways to streamline our Interview process, inorder to save us time from unqualified candidates taking too much time. One thing we were thinking was adding a personality test to our process or some sort of test. Just looking for ideas that have worked for smaller companies that have had big recruitment initiatives. [/quote] |
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Interview Process
posted at 3/8/2007 2:21 AM EST
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Posts: 4
First: 1/17/2006 Last: 3/8/2007 |
Your company may want to consider pre-employment testing. Pre-employment tests are becoming a valuable tool in screening and evaluating job seekers.
It's a good way to test a person's abilities and check if they're a fit with an organization and its culture. They're designed to test abilities, which are your natural talents, and personality. Are you a team player? How do you manage your time? Are you organized? Do you have integrity? Are you honest? By narrowing down the pool of qualified candidates, pre-employment tests can save an employer time. You can purchase pre-employment tests for specific careers -- such as sales, customer service and management -- through any of a number of testing services and can even custom design a test. |
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Interview Process
posted at 3/8/2007 2:43 AM EST
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Posts: 1
First: 3/8/2007 Last: 3/8/2007 |
The best solution I have found so far is pre-testing for core competencies. For the last 4 years I have worked with www.shl.com
who is an assessment and development company. The pre-tests test for aptitudes, skills and personality traits (Occupational Preference Questionnaire). By the time you interview you may find 80% will be recommended. |
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Interview Process
posted at 3/8/2007 4:14 AM EST
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Posts: 1
First: 3/8/2007 Last: 3/8/2007 |
As a candidate screening tool I would recommend you investigate a RPO, Accolo. Depending on the type of job, it is a very reliable and cost efficient tool. I would also recommend using multiple hiring tools and behavior based interview techniques. There is not "one" single assessment that will accomplish what you identified in your request. |
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Interview Process
posted at 3/8/2007 6:49 AM EST
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Posts: 1
First: 3/8/2007 Last: 3/8/2007 |
I do a 3 step process. i have hired up to 500 people at one time. I have a phone bank of current employee's who ask 10 questions. If they answer all 10 questions correctly, they are given an opportunity to come to a large meeting where the management tells them about the Company and it's culture as well as what is expected of them. They are then given a paper with more specific questions. If they are interested after everything they have heard, they call the office for an Interview. This has been avery successful approach. I try not to use personality tests as a screening tool for hiring. |
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Interview Process
posted at 3/13/2007 2:51 AM EDT
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Posts: 2
First: 12/12/2006 Last: 3/13/2007 |
In screening potential applicants many different mechanisms can be utilized in order to assess their KSAO's (knowledge skills abilities, and other characteristics). However, in order to avoid potentially costly lawsuits, it is probably in your best interest to use test that are skill related rather than behavior related. The reason for this is the potential to discriminate against a protected class on the Title VII laws is least likely to occur if you use test that assess the applicants based on the necessary functions of the job. Griggs vs. Duke power company located in a law library LEXIS/NEXIS system Volume 401 U.S.(US supreme court reporter) page 424 1971 decision.
In addition, I agree with some of the earlier responses, which stated that it is important to check the validity of the test. Ask: Has this test been used before? What type of jobs were the employers hiring? Is the test facially neutral, but has the potential to have an adverse impact on a protected class of individuals? Best of luck Adrian W. EEO Consultant |
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Interview Process
posted at 3/29/2007 6:55 AM EDT
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Posts: 7
First: 12/29/2006 Last: 5/22/2007 |
Bakke v Regents of the University of California (438 US 265 1978) also sets precedent for a member not covered under Title VII to sue under Title VII for discriminatory practices. (however, this case includes intent as "reverse discrimination" and Title VII does not require intent) Conventionally, Title VII is difficult to win because it requires proof of discriminatory practice (usually through gathering statistic evidence), proof of damage that could result only from the practice - nothing else - , and proof that a less discriminatory practice exists that would be equally effective (hardest to prove).
I happen to have been constructing such a suit myself. The popular counter-argument for requirements consisting of but not limited to a test is that the test is not sufficient alone and the other requirements are not sufficient without the test. Ensuring that the test serves a purpose directly related to ensuring applicants are qualified, instead of serving to simply restrict the number and type of applicants, would likely be enough. If it unnecessarily restricts applicants who are qualified in-not-for the test, then a lawsuit is much more likely, not to mention that you will have excluded potentially your best employee. |
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