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Improving
Performance “By the Hour”
Improve your company's performance by placing the right
people in the right hourly jobs. All of your company
positions will benefit from job-fit assessments; they are not just for the
salaried/commissioned employees. Studies have shown that selecting the
right candidates and placing them into the appropriate hourly jobs will
lead to greater work-force stability, higher productivity and decreased
operating costs.
With no timed sections, The Scoreboard can be
completed in less than 30 minutes. The cost-saving potential of not
hiring the wrong candidate far exceeds the nominal cost of this predictive
selection instrument.
Test Features
The Scoreboard is comprised of two sections, addressing key
components of the pre-employment process: Admissions Section and
Personality Structure.
Admissions Section
In light of today's negligent hiring suits, The Scoreboard is a protective
tool for the employer. The Admissions Section ensures that all legally
allowed questions are asked, concerning current drug or alcohol use, and
prior acts of theft.
Designed with 35 non-inferential, direct admissions
questions that do not discriminate, this section safeguards and defends
the employer against third party injury suits. It further enhances the
employer's position because the candidate must sign the included
statement, understanding that any attempt to mislead or falsify answers
would constitute grounds for disqualification or, if hired, dismissal.
If any answer indicates undesirable behavior, a
personal interview is strongly suggested, repeating to the applicant any
question necessary.
Personality
Structure
Personality does influence and dictate the success of hourly
employees.
The Scoreboard was designed to compare the hourly
candidate's job behavior potential to that of successful people in a given
job. This instrument also allows for customizing job requirements, if the
available industrial database is not suitable for your needs.
A brief narrative offers a description of the ten
personality dimensions (see Achiever dimensions), as well as suggesting
Interview Concerns.
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