Staff and Employee Selection

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Staff and Employee Selection
Assessments Success and Failure
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Chapter Objectives

• Discuss and examine the Michael Brown Case Study
• Understand the impact of using assessments
• Examine why most people do not understand how
  assessments work
• Understand how assessments are used in the hiring
  process
• Examine why some assessments work and some do not

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Hiring People

• People are not your most important asset.
• The right people are.
• -Jim Collins, Good to Great

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Michael Brown Case Study

• What went wrong?
• How could FEMA prevent its decision?
• What recommendations would you propose to FEMA?

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Impact of Bad Hiring

• Disrupt lives of mis-hired employees
• Disrupt lives of supervisors
• Disrupt lives of co-workers
• Disrupt lives of customers
• Disrupt lives of families

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Impact of Bad Hiring

• Undermines the growth and profitability of an
  organization
• Damages the economy
• Denies career opportunities
• Damages the brand of the organization

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Avoiding Bad Hiring
Staffing Assessments
Systematic Process
Collect Information
Predictor of performance
Reduce Bad Hiring
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When Using Staffing Assessments

• Happier and productive employees
• Effective organizations
• Stronger economy and society

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Staffing Assessment Question?

• Why arent everyone using them?
• Why arent more companies incorporating
  
• them into their hiring process?
• Why dont candidates welcome them to ensure
• they end up in the right job?

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Fundamental Reasons

• Understanding how they work
• Understanding their value
• Understanding how to apply them

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Fundamental Reasons

• Understanding how they work
• Understanding their value
• Understanding how to apply them
• Not all assessments are effective

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Sample Explanation For Using Staffing Assessments
Shortly, you will receive an email for the online
Executive level assessment portion of the
process. In the Executive level assessment, you
will answer 257 job-related multiple-choice
questions in the areas of personality, cognition,
background, and judgment.  It measures executive
potential, problem solving, business acumen,
drive for results, building relationships, self
motivation and leadership. The assessment
provides data around personality and core
competencies. The information is useful in
ensuring that the position is a mutual fit for
both candidate and company. There is no time
limit for this assessment and you should answer
questions based on your first initial thought.
The assessment should take approximately 45
minutes.  Let me know if you have any problems or
questions.
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How assessments are used for staffing
Verify Background Checks
Select In Structured Interviews Personality
Ability Tests Skills Knowledge Tests

• Screen Out
• Structure
• Interviews
• Qualifications Pre-Screening

Search Matching Tools Resume Scoring
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Traditional Staffing Process
Very few applicants are included in the staffing
process Hiring based on looking at a very
limited number of applicants
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Automated Staffing Process
Large number of applicants are included, but not
filtered. Hiring managers are overwhelmed by
number of candidates Hiring based on comparing
between applicants, all of whom may be unqualified
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Automated Staffing Process with Assessments
Large number of applicants considered Hiring
managers only see best of the best Hiring
based on clear standards
Assessment
Assessment