Posts Tagged ‘employee testing’

I am very excited to present this case study. Mike’s Carwash has been a client since 2004. In late September, the Wall Street Journal honored and recognized Mike’s as one of the Top Small Workplaces 2009! You can read the full article here.

One of the many factors that contributed to Mike’s Carwash receiving this designation is their rigorous employee selection process that all applicants must go through. They  hire approximately 1 out of every 100 people who apply! Needless to say, they are very selective. Mike’s is only interested in hiring top-performing, customer service oriented individuals and has been using two assessments that we offer; CandidClues and JobClues. These entry-level screening tools enable them to go much deeper than a traditional job interview and predict how well a person is suited for their unique work environment.

In this case study, I interviewed Tom Wiederin, HR and recruiting manager for Mike’s Carwash. He holds nothing back, and describes in detail the process they use, along with key factors they track to ensure the employee turnover is kept at a minimum.

Be sure to listen at 6:20 into the interview. Tom talks about  a key factor that is directly linked to identifying top applicants.

Congratulations to Mike’s Carwash for being recognized as one of the Wall Street Journal’s Top Small Workplace of 2009!

NOTE: If you are reading this post on Facebook, click the View Original Post link below to access the audio player and listen to the podcast.

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Even if evidence exists that an employer’s hiring system has an adverse impact, the employer may still prevail if the selection procedure is valid and consistent with business necessity. Tests developed or selected by industrial/organizational psychologists for use in selecting candidates for a particular job are likely to be considered job-related by a court. Accordingly, employers are wise to use professionally developed employee selection devices that have been specifically tested for use with a particular job.

Industrial/organizational consultants also can help employers find tests that are valid in every sense of the term, meaning the consultants will measure jobs through job analyses, develop or select validated tests, and assist in administering such tests to applicants for the purpose of identifying candidates likely to possess the requisite knowledge, skills and abilities necessary to perform the job well.

The U.S. Department of Labor has encouraged the use of tests of this nature. Employers should use employment-related tests with care, however, making sure that the tests:

• Are not used to intentionally discriminate.
• Do not have an adverse impact on protected classes.
• Are job-related for the position in question.
• Are consistent with business necessity.

By considering and documenting all these elements, employers should be in a good position to defend the legality of their employment assessments. The work up front will pay off with lower litigation expenses in the future.

Source: A Hire Standard, HR Magazine, July 2003

This article originally appeared in The Total View, a weekly online newsletter that focuses on hiring, management and retention strategies. The Total View is written and published by Ira S. Wolfe and is distributed with permission by CorporatePersonalityProfiler.com and The Chrysalis Corporation. Subscribe for free to The Total View here.

Pre-employment tests do an outstanding job of identifying top candidates, but if implemented at the wrong time your results can be disastrous. In this episode I share with you the the best and worst times to implement a pre-employment testing system in your company. Knowing this information will ensure that you get the most from an assessment process.

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The world of pre-employment tests can be a confusing one. In this training video, I explain the different types of pre-employment tests, what they measure, and how to select the most effective tools for your company and situation.

WARNING:  Some people have told us that the background music in this video is a bit “cheesy”. While that may be the case (personally I don’t believe it is ), I assure you that the information I share is quite valuable.