Performance Based Hiring Ppt

Performance Based Hiring Ppt

• 1.
  Performance-based Hiring-vs-Skills/Predictive TestingHowto improve hiring and retention
• 2.
  Regulatory Considerationshttp://www.dol.gov/compliance/topics/hiring-testing.htmSeveral federallaws 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. 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.
• 3.
  http://apps.opm.gov/ADT/Content.aspx?page=3-07&AspxAutoDetectCookieSupport=1&JScript=1Job knowledge testsare 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. 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.
• 4.
  http://www.eeoc.gov/policy/docs/factemployment_procedures.htmlEmployer Best Practicesfor Testing and SelectionEmployers should administer tests and other selection procedures without regard to race, color, national origin, sex, religion, age (40 or older), or disability.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.
• 5.
  Regulatory ConsiderationsSummary:Whatever Test,or Assessment, or Solution we adopt, we need to consider our Federal Government Contractor status and our EEOC documentation requirements.
• 6.
  Skills / PersonalityTestsAchievement Tec / Guardian = personalitytesting.comhttp://www.personalitytesting.com/FAQ.htmHow would you describe your hiring process?Stone Age or Computer Age
• 7.
  eTapestry utilized the“Guardian” Test from Achievement Tec.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. There are sample tests online for each categoryCosts are: $1100.00 for 200 “Credits” ($5.50/each)Each Test costs a certain # of credits:*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)
• 8.
  Achievement Tec CredibilityOurassessments 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.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. 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.
• 9.
  Lower Cost TestingSolutionhttp://www.keirsey.com/products_overview.aspxRecommended by our Benefits Administrator, GISIBuilding High Performance Teams Team Building | Team SynergyImplementing 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.Selecting, Developing, and Retaining the BestRecruitment & Hiring | Leadership Development | Employee RetentionThe 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.
• 10.
  Pricing is abit 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.Registered KTS-II Administrator Pricing 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. Quantity Classic Learning Career Corporate Discount <30 $14.95 $14.95 $19.95 $24.95 Regular price 31-100 $13.46 $13.46 $17.96 $22.46 10% discount 101-500 $11.96 $11.96 $15.96 $19.96 20% discount 501-1000 $10.47 $10.47 $13.97 $17.47 30% discount 1001-2500 $8.97 $8.97 $11.97 $14.97 40% discount 2501-5000 $7.48 $7.48 $9.98 $12.48 50% discount
• 11.
  Predictive Index (PIConsulting)Predictive Selection and InterviewingFinding 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. 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. Your employees will come away with the ability to:Use a disciplined approach to define a job and its specific requirements Identify the behaviors required for job success Apply techniques to quickly identify the most qualified candidates Match the right people to the right jobs 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.
• 12.
  With PI forSmall Business, you'll be more able to:Have confidence in your hiring decisions and reduce costly turnoverAvoid potential conflicts by knowing before you hire someone how you will work togetherFind the right individuals to complement your strengthsPI 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. When I asked for pricing information on their tests or assessments, the reply was: “We are not a testing company, but a consulting company”.The Rep sent links to their surveys and is to call me back with results and recommendations.
• 13.
  Summary for PredictiveIndexWithout 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.I will follow up after they have reviewed our assessments and made a recommendation.
• 14.
  Performance-based Hiringhttp://adlerconcepts.com/index.php/aboutus/performance-based-hiring What isPerformance-based Hiring?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.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.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.
• 15.
  Adler ConceptsBryan Johansonwill 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. I am convinced they will show us the investment will pay off in multiples by hiring and retaining the best people.The decision will be an economical one, compared to Achievement Tec or a competitor.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.We should consider the level of involvement for our hiring managers, and the change management necessary to implement Performance-based hiring.