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SDS employee Selection process

SDS employee Selection process. Uses a set of customizable tools used for employee selection Designed specifically for industry positions Identifies candidates most likely to be successful on the job Gathers information about candidates’ skills, abilities, and work style. 2.

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SDS employee Selection process

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  1. SDS employee Selection process • Uses a set of customizable tools used for employee selection • Designed specifically for industry positions • Identifies candidates most likely to be successful on the job • Gathers information about candidates’ skills, abilities, and work style. 2

  2. Why Use IndustrialSelect? • Accurate • Uses “best practice” tools and technologies to identify candidates most likely to be successful on the job • Efficient • Multiple hurdle approach allows for large volumes of candidates to be evaluated in a fast and cost efficient fashion. • Fair • Assessment techniques give candidates the opportunity to demonstrate their skills and abilities • Realistic • All tools are customized for the specific job in question. Provides candidates with a realistic preview of the job. 3

  3. Proven INDUSTRY Success Refinery Operator Drill Site/Well Pad Operator Board Operator Electrical Technician Mechanic Instrument Technician Pipefitter Laboratory Technician General Shops Maintenance Heavy Equipment Operator Welder Rigger Production Technician Machinist HVAC Technician Transport Driver Terminal Technician Measurement Technician Tools and Stores Attendant Building Trades (Construction, Carpentry) Laborers Maintenance Utility Analyzer Integrity Mgmt Specialist 4

  4. Uses a Variety of Tools and Technologies • Online Application--BART • Work Style Questionnaire • Job Skills Tests • Job Knowledge Test(s) • Work Demonstration Exercises • Structured Interviews • Physical Ability Tests • Facility Tour 5

  5. Online Application • Used to efficiently collect job-relevant biographical data • Education and work experience • Job skills • Personal characteristics • Job knowledge • EEO Mandated Demographic information • Immediately eliminates candidates who don’t meet minimum standards to be considered as an applicant • Uses proprietary scoring to rank-order remaining candidates according to likelihood of job success • Produces individual “resume-like” report for each candidate • 40% more accurate then standard resume/application screen • Fast, fair, and cost effective 6

  6. Job Skills Tests • Identifies candidates who possess the foundational skills and abilities that are necessary for success on the job • Objectively scored tests including: • Math • Reading • Mechanical • Logic • Listening • Visual Inspection • Reading Gauges • Customized at the item for true content validity • Proven to predict “trainability” and future success on the job 7

  7. Job Knowledge Tests • Confirms the extent to which candidates possess specific job-related knowledge (e.g. welding knowledge, pipefitter knowledge) • Objectively scored • Used when hiring experienced candidates • Customized at the item level to ensure true content validity 8

  8. Work Style Questionnaire • Attitudinal measure focusing on candidate’s job fit: • Reliability • Safety Awareness • Motivation • Overall performance • Can be specifically validated for each job family and job location • Identifies candidates that supervisors would describe as having a “poor attitude” 9

  9. Work Demonstration Exercise • A hands-on exercise that provides insight into how a candidate is likely to perform when faced with typical on-the-job tasks • Uses equipment and tools that are routinely used for each specific job • Group and/or individual exercises that may assess: • Problem solving ability • Communication skills • Interpersonal/teamwork skills • Motivation and drive • Specific technical knowledge 10

  10. Physical Abilities Tests • Tests to confirm that a candidate would be able to perform the essential tasks associated with a position • Examples from include: • Climbing ladders/dealing with heights • Carrying a fire extinguisher • Connecting air hoses • Customized to the specific demands of each job 11

  11. Facility Tour • Final step in process • Provides candidates with an opportunity to tour the work facility and get a realistic preview of the job • Tour includes both positive and negative aspects of the work environment • Allows candidates to “self select out” if they do not feel the job is a good fit 12

  12. Project Steps • Job Analysis • Build Tests and Measures • Technical Documentation • Train and implement • Monitor and Improve 13

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