Resource Associates

What is a validation study?

A validation study generates evidence that the pre-employment tests you are using are good predictors of future job performance. When a testing program has been “validated” you have documented assurance that the information used to make hiring decisions is predictive of future job performance and is thus fair to job candidates.

Typically, a validation study includes:
* A job analysis.
* A rationale for tests used.
* Information on how employees or job candidates perform on the tests.
* A demonstrated relationship between test scores and some measure(s) of success on the job --usually supervisor ratings or other objective measures.

Shouldn’t an aptitude test measure the same thing that the person would have to do in the job?

Sometimes YES. If the candidate must know specific things prior to being hired, the test should present questions about actual job content. For example, a bus driver should be a competent driver before being hired into the job.

Usually NO. In most jobs, people are given the opportunity to learn most aspects of the job during on-the-job training. In this case, it would be unfair (and possibly illegal) for a job candidate to be expected to know exactly the same things as a current employee. Therefore, aptitude tests for selection purposes are good predictors of whether the person would be quick to learn new job information, capable of using that knowledge to reason through problems in the job, and efficient in managing that type of information.

When unemployment is on the rise, so is the pool of candidates

US weekly jobless claims are on the rise.

As an employer, when the jobless rate increases, so does the number of applications you receive for each job. This is good news from the employer perspective, because you may have a more diverse pool of candidates to choose from. At times like this, however, finding time to sift through all the applications can be almost impossible. This is where standardized testing can save the day.

Standardized testing can reduce the large pool of candidates to just those that deserve extra attention, allowing you to put your focus on interviewing those that are the potential best fits. Another benefit of standardized testing is that it helps avoid unintentional personal bias towards any applicant.

For more information about Resource Associates, please contact us today.

What is the best way to integrate the testing process into our other selection activities?

Most companies find that selection tests are most cost and labor effective if it is used early in the selection process. Information on cognitive ability and personality can help you identify those people on whom you should focus most of your time with reference checking, interviewing, providing a tour, etc. Likewise, this information gives you valuable clues to help you probe into potential problem areas during other contacts with the candidates.

What are the first steps in starting an Employee Selection testing program?

The Resource Associates Industrial Psychologist who works with you to set up a selection testing program will guide you through this process. Step one is to thoroughly understand the job requirements. Since Resource Associates has a large number of validated tests, we can help you choose which tests are the best ones to provide the information you need to make wise hiring decisions. If a test validation study or a benchmarking study is called for in your situation, our experience and knowledge in this area will be invaluable.

Can RA’s tests support our workforce diversity efforts?

RA’s tests can be an integral part of your workforce diversity efforts. Using a test that has been validated and checked for adverse impact reduces the chance for human bias to be introduced into the hiring process (this of course depends on how each company uses the test results in their overall decision making process).

Some people do better on selection tests than do others. Better test performers usually do better work on the job. However, sometimes different groups of people perform better or worse than other groups of people. If that is the case in your selection process, then it is especially important to use tests that have been validated either specifically for your company, or validated in similar settings. RA’s experienced staff of Industrial Psychologists can work with you to provide either type of validation data, upon request.

How can I justify the costs of selection testing?

Testing can dramatically increase the percent of superior employees hired, while at the same time reducing the number of “bad apples” hired.

Superior employees are an excellent investment of company resources because they:
- Learn more quickly so the investment in training dollars is spent wisely.
- Use their job knowledge to make wise decisions to increase your company's profitability.
- Make fewer errors so they are more efficient in their everyday work.
- Are observant and thoughtful about their work so they help you improve the processes and save even more money in the long run.
- Are dependable and reliable.
- Make better team members.
- Are a good fit for the job and the company culture, so they have higher morale and are less likely to quit.

Published research shows that the value of an average worker is approximately 2X their annual salary, so if you could minimize the chance of hiring one “bad apple” per year, that could more than justify the cost of the selection testing program for one year.

Here are just 3 examples of how selection testing pays off:
- In a retail-clothing store, RA’s tests were able to identify superior salespeople produce on average 500% more sales than the average worker.
- RA’s proprietary STAY-Score generated evidence that our client could cut turnover by more than half.
- A large convenience store chain realized over 3000% ROI on testing of their store managers.

To read about more examples of how RA testing has produced tangible savings, CLICK HERE to view RA Case Studies.

What can standardized employee selection testing do for your company?

Your company’s investment in human intellectual capital is probably the single most important component of long-term profitability. Information on mental aptitudes -- the same information that is one of the strongest predictors of long term success on the job -- is very difficult to obtain except through standardized means. Standardized scores from a personality test help you understand how the person is likely to act at work over a long period of time—after they have shed their “best behavior” for the selection interview. Testing can provide additional information far beyond what other selection tools can give you. The insights you can gain about job candidates are often the crucial factors in making the right hiring decisions. And, scores from a personality test can give you insights about applicants that can be used to probe the most relevant topics during the final interview.

Contact us for more information.