Select Associate Screening System Pre-Employment Testing
Improving Retail Store Staff Retention Through Hiring the Best Staff
This survey identifies candidates who can influence customers to buy, bounce back from rejection, and hold themselves accountable for achieving results. It contains statements that measure personality characteristics related to effective job performance in these retail positions. Optional: basic retail math / arithmetic can be added.
Pre-employment testing provides an objective measure of a candidates potential for success, and measures characteristics and abilities not easily identified through other parts of the selection process, such as the interview.
Cost effective, objective pre-employment tests are used to measure the skills, competencies and personality desired in the job. While each test measures characteristics important to a specific job type, all have at their core the prediction of productivity, cooperative work behaviors and integrity.
Using pre-employment testing as part of an integrated selection process helps to greatly improve the final hiring decision. Reports include hiring recommendations and interview suggestions that can be generated immediately on site.
Each test is short in duration approximately 20 - 25 minutes and designed to be used early in the employment selection process, after initial screening, but before the employment interview.
SELECT tests are culturally adapted and translated into multiple languages, such as English, Spanish, French Canadian, and more.
The SELECT system is a online application that only requires an Internet and web browser to use. It also offers a paper and pencil option, which requires online input to process the report.
Inside this SELECT report
A check for random responding. If Invalid, the candidate could not or did not read the test well enough to avoid responding randomly, and these results should not be used.
A measure of the candidate's attitudes about personal integrity and work ethic.
A measure of the traits associated with successful performance in this job. Those scoring in the higher ranges on the Performance Index score (Okay and Better) are more likely to possess the important traits necessary to perform well on the job. Each SELECT survey measures dimensions of work personality predictive of performance in most associate-level jobs and unique dimensions specific to the particular type of job for which it has been validated.
These are a sample of a few dimensions common across most SELECT surveys.
Energy activity level; action orientation
Frustration Tolerance appears emotionally optimistic and resilient
Acceptance of Diversity tolerance of others different from self
The SELECT report provides interview probes or an optional interview guide to aid in conducting a structured, behavioral interview that is job relevant. Both the probes and guide may be customized to include your company's current interview questions.
If a candidate scores AVOID on the Integrity Index or flags any of the Performance sub-scales, the SELECT Report will include follow-up interview probes.
These are presented to assist the interviewer in asking questions about potential liabilities or characteristics which may merit additional attention and consideration. In some instances, an individual may have developed a strategy to compensate for particular weaknesses.
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The following may be included in this survey / test.
Measures math and basic numerical reasoning skills for retail job- specific surveys . With the Retail Math Module, a SELECT report produces an additional index indicating the individual's score within one of two ranges, NEEDS TRAINING or OK.
Measures willingness to do a variety of related job duties -- Specific for the job. This module is an online interview which asks the candidate about his or her willingness to perform important tasks related to the job. Areas where the candidate expresses reluctance should be probed further in the interview.
This module includes assessment of attitudes and behaviors related to theft, safety, illegal drug use, job commitment, resistance to direction and work ethic.
The Counterproductive Behaviors module will highlight certain items within each SELECT survey if they are answered in an undesirable way. There are two versions of this module, attitude-based or admissions-based.
Attitude-based questions ask individuals about their personal beliefs. Admissions-based questions ask individuals about prior use or experience (these are relevant to drug use and theft).
Both of these are assessments of counterproductive behaviors and include topic areas of drug use, theft, job commitment, work ethic, resistance to direction, safety, etc. One should use this information to further investigate potential problem areas during the interview or through reference checks.
CAUTION: Options are available to exclude admissions-based drug and theft questions which are prohibited in some U.S. states and Canadian provinces. Caution: Questions relating to drug use and theft are prohibited in some states. Check regulations particular to your legal jurisdiction before implementing.
ON-BOARDING and DEVELOPMENT - Optional for New Hires Only
Each report also offers a Development Suggestions section for those that are hired. This could be provided to your new employee to assist him/her with future development efforts.
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Other Retail Store Tests
Retail Clerk / Cashier
Staffing Retail Combination - retail sales / clerk / cashier
Entry Level Retail Manager
Realistic Job Preview
Total Selection Process
Other Select Surveys / Tests
Select Associate Screening System main page
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.
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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
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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Tuesday, February 21, 2017