SELECT Associate Screening System - selection and development assessments for employee hiring and employee development, family of related tests designed to measure important, work-related, personality characteristics in job applicants - quickly, easily screen for characteristics


  Selection & Development Tools


      SELECT Associate Screening System - family of related tests designed to measure important, work-related, personality characteristics in job applicants - quickly, easily screen for characteristics


        Structured Interview


Using the Interview as a Part of an Integrated Selection Process

Most interviewers think they have good instincts.

While interviewing is the most commonly used selection procedure, in most cases it is considered to be the least valid.

In most hiring interviews, an untrained interviewer reaches their decision about the applicant during the first 3 to 5 minutes of the interview and spends the remainder of the time rationalizing that decision.

The good news for the applicant – first impressions make the difference. The downside for the company – first impressions mean little in terms of predicting job success.

What do you really know about the candidate and their qualifications after only five short minutes? Very little.

What you may know is whether you liked their choice of clothing, if they have a "firm handshake," or whether or not they appeared nervous. Are these the qualities that determine success in the job?

Unless they are well trained and use a behaviorally-based, structured process.

Generally, in-depth interviews are the last hurdle in the selection process. It is here that the interviewer / interview team makes the final hiring decision.

How do you give the interviewer the right tools to improve their chances of making the correct decision and reduce the cost of making a bad hire)?

Most research indicates that the effectiveness of the interview will be greatly improved if you use a well-developed, structured, behavioral interview process which includes training for the interviewer(s).

A good interview process will:
   –  Focus the interview on the relevant job competencies
   –  Encourage the applicant to describe their typical behavior
       rather than providing rehearsed answers
   –  Provide consistency - all applicants are asked the same questions
   –  Help you to avoid asking illegal or inappropriate questions
   –  Allow you to objectively compare candidates
   –  Improve your hiring decisions


View information about these SELECT Associate Screening System surveys / tests:

      Administrative Support
      Banking
      Call Centers
      Convenience Store Associates
      Convenience Store Management
      Customer Service
      Health Care
      Help Desk Agents
      Hospitality
      Leasing Agents
      Office & Light Industrial Combination
      Production and Distribution
      Personal Services
      Receptionist
      Retail Clerks / Cashiers
      Retail Sales Associates
      Retail Store Management
      Staffing Retail Combination


View SELECT Associate Screening System e-brochure


More SELECT Associate Screening System information:
        Job Specific Testing Options - Categories
        Abilities Testing Options
        Language Options
        Realistic Job Preview
        Total selection process


Please contact us for more information, pricing and/or sample report.


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Friday, May 18, 2012


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