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Validated selection tests help you find applicants who
are prepared to be successful
on the job in your organization. The number of selection
tests available today is
amazing. While the value of some is questionable, many
are very useful when
properly applied. There are tests for specific positions
and organizational levels. Some
tests measure basic skills (e.g., arithmetic, hand-eye
coordination), some test specific
work-related attitudes (e.g., customer service), and others
measure both attitudes and
skills (e.g., CMI’s Competency Valuator). Which test
is best for your organization?
The competencies that are necessary for performance determine
that.
Selection tests improve the fit between a person’s
skills and attributes and the
requirements of the job. This results in higher satisfaction
and productivity. Properly
validated and implemented selection tests have produced
the following returns:
Reduced turnover for a mid-sized
healthcare provider 65%, saving $300,000
annually.
Increased employee performance
by 30% in such diverse industries as a bank
and a medical center.
By implementing a managerial
selection battery, a government agency increased
performance and decreased turnover. This resulted in gains
of $2.2 million for
its supervisory positions and $991,334 for managerial
positions in one year.
Southwest Airlines credits its
selection program for helping keep turnover well
below industry averages and putting it in the top 10 of
Fortune’s Best Company
to Work For list for nearly a decade.
A CMI validated selection program
reduced turnover by 41% and increased
tenure by 9% for a nationwide retailer in one year. The
company has already
saved more than $8 million.
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