Staff and Employee Selection

1
Staff and Employee Selection
Assessments Success and Failure
2
Chapter Objectives

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

3
Hiring People

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

4
Michael Brown Case Study

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

5
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

6
Impact of Bad Hiring

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

7
Avoiding Bad Hiring
Staffing Assessments
Systematic Process
Collect Information
Predictor of performance
Reduce Bad Hiring
8
When Using Staffing Assessments

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

9
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 land in the right job?

10
Fundamental Reasons

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

11
Fundamental Reasons

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

12
Sample Explanation For Using Staffing Assessments
Shortly, you will receive an email for the online
Executive l assessment portion of the process. In
the Executive assessment, you will answer 257
job-related multiple-choice questions in the
areas of personality, cognition, background, and
judgment. The assessment measures executive
potential, problem solving, business acumen,
drive for results, building relationships, self
motivation and leadership. In addition, the
assessment provides data on personality and job
related 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 each question based on your first initial
thought. The assessment should take approximately
45 minutes.  Let me know if you have any problems
or questions.
13
How assessments are used for talent acquisition
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
14
Traditional Staffing Process
Very few applicants are included in the staffing
process Hiring based on looking at a very
limited number of applicants
15
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
16
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