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BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING

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BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING RECOMMENDED SKILLS TESTS FOR MARKETING, SALES, IT, ACCOUNTING, AND THE HEALTHCARE JOB FAMILIES By: Anthony Perez | Market Research Analyst

INTRODUCTION Whether you are deciding on a potential hire or you’ve just hired a new team member, conducting skills tests and administering background checks assists your organization in assuring quality hires. When it comes to the reputation, security, and financial stability of your company no expense is too small, nor too minor to overlook. With the vast amount of skills tests, personality tests, and background checks available, learning which will best suit your particular job can be daunting. Listed below are recommendations of beneficial skills and personality assessments, as well as some comprehensive background check options, according to the most popular job families spanning various professional industries.

“Fortunately, the steps in implementing these tests and checks into your established hiring process is not relatively difficult or costly.”

JOB FAMILIES Some of the most popular job families have been extensively researched and codified into success elements needed for ultimate success in the position. While each individual job family breaks down into a score of other specific jobs or departments, a particular job can only be in one job family. Regardless of how many specific jobs fall under one particular job family, each job will have at its core similar types of work. Additionally, all jobs under the same family will require similar knowledge, skills, and training. Because the foundational properties of a given job family are similar, certain skills assessments will fit an entire job families needs rather well.

The following is a recommended list of background checks and skills assessments for the following job families: Sales, Marketing, Technology, Hospitality, and Accounting.

SKILLS TESTING : BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING

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JOB FAMILY: SALES Careers that fall under the sales job family will all rely strongly on personality traits and personable skills. According to the Wall Street Journal, jobs in the sales industry focus on communication skills, insightfulness, and relationship building skills. Whether you are looking to hire someone as a sales associate in telecommunications, business development manager, account executive, or a retail sales team member these traits will still have to be components that the individual possess. There are a number of available behavioral assessments that will help you make the best hire possible.

• Customer Service Profile + Sales



This short form of the Customer Service Profile measures several critical competencies that drive success in front line customer-facing roles, including self-management, conscientiousness, service orientation, and customer focus and influence.

• Professional Sales Profile

This test measures sales candidate’s achievement orientation and drive, customer focus and influence, reliability and decision making, and sales ability and fit.

• Sales-Achievement Orientation and Drive

This test measures sales candidate’s conscientiousness, achievement orientation, and personal motivation.

• Sales-Sales Ability and Fit

This test measures sales candidate’s sales orientation, sales creation orientation (hunting), and relationship sales orientation gathering.

CLICK HERE TO DOWNLOAD A SAMPLE SALES SKILLS TEST

SKILLS TESTING : BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING

© Hireology 2013

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JOB FAMILY: MARKETING The work involved with jobs that fall under the marketing family revolve around collecting, developing, and broadcasting information about a company to a large as possible range of people using a variety of media tools, in order to promote the company for numerous reasons. The attention to detail in marketing jobs is crucial when the image and potential business of a company is directly affectable. Ensuring that a candidate is qualified with detail orientation, innovative problem solving skills, and demonstrates an interest in customers is easy with the right assessments.

• Quality Orientation

This test measures frontline candidate’s ability to find work improvements, focus on details, and value quality.

• Professional Success Profile

This test measures professional level candidate’s ability to Develop Customer Focused Solutions, Demonstrate Interpersonal Effectiveness, Demonstrate Performance Orientation and Drive, Influences Others, and Manage Business Complexity.

• Adapts and Leads in Change

This test measures professional and managerial level candidates’ adaptability, time management, ability to maintain composure, and improvement orientation.

CLICK HERE TO DOWNLOAD A SAMPLE MARKETING SKILLS TEST

SKILLS TESTING : BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING

© Hireology 2013

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JOB FAMILY: TECHNOLOGY Because the IT or Information Technology industry is so large, and can encompass a number of focused and general positions specificity as to the software and technologies that a job candidate needs to be fluent in have to be clear. Even with the necessary software and tech skills being listed out for an applicant to see there is no definitive way of making sure of an applicant’s real capabilities without a skills test. Fortunately, software specific assessments are the ideal manner of doing so regardless of whether you are hiring a developer, tech officer, applications engineer, or IT Director. • C Test-Standard Questions covering beginner tasks using the programming language C using a simulated programming environment.

• C++ Test-Standard

Questions covering beginner tasks using the programming language C++ using a simulated programming environment.

• HTML Programming-Standard Questions covering beginner tasks using HTML programming language using a simulated programming environment. • Java Programming-Standard Questions covering beginner tasks the Java programming language using a simulated programming environment.

CLICK HERE TO DOWNLOAD A SAMPLE OF AN IT SKILLS TEST

SKILLS TESTING : BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING

© Hireology 2013

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JOB FAMILY: HOSPITALITY The hospitality industry depends solely on service. Whether it is the service provided to patrons from a management level all they way down to direct operations e.g. servers, housekeepers, etc., superb service remains the staple of an establishment and organization. Therefore, any assessments that focus on a potential employee’s attitude towards and knowledgeability of guest services is crucial for an organization, in upholding the quality of service, especially in such a highly competitive industry. • Food Service General Knowledge Questions cover topics such as basic hygiene, sanitation, preparation, wait service, & nutrition.

• Guest Service Profile

This test measures several critical competencies that drive success in hospitality and gaming roles including Achievement Orientation, Attendance/Turnover Risk, Conscientiousness, Demonstrates Respect, Quality Orientation, and Service Orientation.

• Attendance/Turnover Risk This test measures frontline candidate’s likelihood of avoiding withdrawal behaviors such as unexcused absence and turnover by assessing their conscientiousness, integration with career and organization, their perceived fit with job and organization/task-relevant confidence, their intentions to stay if hired, the perceived availability of other work alternatives, and their level of risk taking versus risk aversion. • Risk Profile This test measures several critical competencies that indicate risk taking avoidance by employees in frontline roles, including conscientiousness, demonstrating respect, and candidness.

CLICK HERE TO DOWNLOAD A SAMPLE OF A HOSPITALITY SKILLS TEST

SKILLS TESTING : BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING

© Hireology 2013

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JOB FAMILY: ACCOUNTING While many of the jobs under the accounting industry can vary according to the specific type of accounting e.g. public accounting, management accounting, governmental accounting, or internal auditing, the same fundamental skills and knowledge need to be present in a potential hire in order for you company to continue to succeed. Ensuring that a potential or recent hire is knowledgeable and proficient in standard mathematical skills and financial comprehension can be easily accomplished if the right assessments are administered; the results can only help your company. • Accounting-Math Skills-Standard This test contains questions on the most commonly used accounting math skills, such as calculations requiring addition, subtraction, multiplication, division, percentages, invoices and payroll.

• Accounting-Accountant

This test contains questions on common skills required by an accountant, such as accounts payable, accounts receivable, depreciation, inventory, terminology, and general accounting practices.

• Finance-Financial Knowledge (b) Assesses foundational knowledge of financial issues including financial markets and business structures, financial management and analysis concepts, currency markets, business ethics and law. • Excel Functions-Standard Thirty questions covering basic, intermediate and advanced worksheet functions common to all versions of Excel. • Accounting-Bookkeeper (c) This test contains questions on bookkeeping skills, such as identifying statement debits and credits, reasonable recording, journal identification, disbursements, assets and liabilities, posting, terminology, and general accounting practices.

CLICK HERE TO DOWNLOAD A SAMPLE OF AN ACCOUNTING SKILLS TEST

SKILLS TESTING : BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING

© Hireology 2013

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CONCLUSION Ultimately, regardless of the position you are hiring for, across every industry, an employee’s level of skills set is highly valuable information,to you as a hiring manager. Zero doubt should linger over the anticipated potential output of an individual you’ve just offered employment to. Taking the extra time and sparing the minimal expenses on measuring a candidate’s essential knowledge will only be beneficial long term. These skills tests and behavioral assessments are easily administered and will certainly lay to rest any uncertainties. Additionally, testing new hires can serve as a refresher in order to establish if any initial teaching needs to occur in order to make a new hire’s transition smooth, and bringing them up to speed can be a streamlined process. Administering skills tests shouldn’t be thought of as an extra step or burden to dredge through. Instead, it should be given with the mindset of allowing a candidate to see the seriousness of self accountability with your company. If a candidate takes any assessments you give it will only better help distinguish their commitment to and attitude towards the job, and help in seeing if the are a good company fit. Though, any behavioral assessments shouldn’t be used to determine employment, but rather should be used to learn about your new (or current) employee’s work habits. This whitepaper was researched and powered by Hireology, an award-winning Selection Management System that helps companies organize their hiring process and leverage data to make better hiring decisions. Hireology provides users with a suite of behavioral assessments and skills testing including the ones seen above, helping an organization predict the success of potential hires. ABOUT HIREOLOGY

Hireology’s award-winning Selection Management System helps companies organize their hiring process and leverage data to make better hiring decisions. Franchise systems, banks and financial institutions, healthcare systems, dealer networks, and other multi-site operators use Hireology’s web-based Selection Manager™ to deliver consistent and repeatable hiring decisions in the field - leading to lower turnover and increased profitability per location. For more information, please visit www.Hireology.com

SCHEDULE YOUR HIRING CONSULTATION NOW! TALK TO A HIREOLOGIST

SKILLS TESTING : BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING

© Hireology 2013

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BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING

BEST PRACTICES FOR PRE-EMPLOYMENT SKILLS TESTING RECOMMENDED SKILLS TESTS FOR MARKETING, SALES, IT, ACCOUNTING, AND THE HEALTHCARE JOB FAMILIES By: An...

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