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ASSESSMENTS

Data has been compiled from a variety of sources to estimate the significance of each phase of the hiring process, in the selection of people who will become successful, competent, productive employees.

Predictors of on the job performance

• Interview 14%
• References/Check 26%
• Personality Testing 28%
• Personality & Abilities Testing 56%
• Personality, Abilities and Interest Testing 66%
• Personality, Abilities Interests & Job Match Testing 75%

Sources: Professor Mike Smith, University of Manchester, August 1994; John E. Hunter and Rhonda F. Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No. 1 1984, p.90; Robert P. Tett, Douglas N. Jackson and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A met-Analytical Review, Personnel Psychology, Winter 1991, p.703, Michigan State University’s School of Business.

Did you know ...

... the cost of attrition equates to 35% of that positions annual income.

... individuals with the same education, training and work experience perform at different levels.

... you could be wasting your training dollars; good training is lost on people who do not fit their job.

... revenue opportunities are missed and your customer confidence suffers when your organization has attrition, or less than satisfactory customer service, sales coverage or product quality.

“If a person is not performing as expected, it is probably because they are miscast for the job” – W. Edwards Deming.