Select Associate Screening System - Bigby Havis - pre-employment testing, online pre employment testing sytem, pre-employment tests, applicant test


  SELECT Associate Screening – Personal Services

SELECT 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

Return to Personal Services main page
View Personal Services sample report
View SELECT pre-employment e-brochure

Optional: Abilities Testing
This survey / assessment measures basic skills. Choose from Reading, Mathematics, Graphs, Coding, Charts, and Checking.

More Information:
   Personal Services main page
   Realistic Job Preview
   Total Selection Process
   More Select Surveys / Test Modules
   Select Survey Demonstration
   Select Online Site Tour
   Select e-brochure
   Select System main page

Please contact us for pricing information.

 		Wednesday, January 07, 2009
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