Using JobCLUES Assessments October 2005. Objectives. PART I - EDUCATION: Why use Assessments? How do Assessments fit into the selection process? 3 factors that affect job fit Example of a selection process How do “State of the Art” Assessments work?
PART I - EDUCATION:
PART II - SPECIFIC BREAKDOWN OF OUR ASSESSMENT APPLICATON:
There are 3 major components to consider when looking at job fit in the selection process. All 3 of these components are critically important and usually carry equal weight in any hiring decision:
See the diagram on the following page:
Characteristics of state of the art Employment Assessments:
Examples of common, earlier generation assessments:
To follow are “specific” details of our state of the art assessments and reporting:
Behavioral “Personality” Traits Measured in approximately 8 minutes:
Cognitive Competency Measured in a 7-minute timed exercise:
Core Scales measured in approximately 7 minutes:
Social Desirability (Internal Faking Scale)
Plus Optional Scales measured in approximately 5 minutes:
NOTE: As with any employment practice, it is very important that individual companies follow the guidelines set out by their employment lawyer. The FAQ’s provided here are not to be construed as legal advice.
Unlimited Testing – All Reports, All Test Options:
Minimum cost, $1500 (30 employees and under). Then $30 per employee. For example, a company with 100 employees = $3000 per annum. Add $150 website set up fee
That’s = to $250 a month – normally the cost of ONE test!!!
Unit Based Account – All Reports, All Test Options:
3 = $48, 5 = 45, 10 = $42, 20 = $39 and 50 = $36
Benchmarking = $850
Private Branding = $1200
Pricing excludes GST