Choosing a Pre-employment Testing Solution
September 14, 2011 By
Over at Forbes.com, Lisa Quast posted an informative article titled “Pre-employment testing: A helpful way for companies to screen applicants”.
Along with defining what a pre-employment test is, how to use pre-employment assessments and discussing the key issues of test validity and reliability, Ms. Quast also gives the following helpful tips on using pre-employment testing:
- “Choose the right tests and certify validity and reliability
- Ensure tests meet all EEO laws
- Conduct thorough research if purchasing tests from outside companies
- Avoid test questions of an overly personal nature or that are considered offensive
- Do not rely solely on test results to choose candidates”
With Ms. Quast’s tips in mind, and after considering the needs of your company, ask your pre-employment testing sales representative these questions:
EEO HR Software & Consulting Since 1974
- What tests do you offer? Is your testing solution reliable and valid? How were the assessments developed and tested?
- Does your company have a thorough knowledge of the EEO laws? Was your pre-employment testing solution created with the EEO laws in mind?
- Do you have a fully functional demo that I can use? Will you walk through the software with me?
- Do you have a test writer function? Does your company have the resources and consulting expertise to assist us in developing our own questions and tests if we need to?
- What type of customer service support do you offer?
Employers can increase the likelihood of hiring high-quality candidates by using pre-employment tests to help screen and select the best candidates for jobs. Administered correctly, pre-employment testing can help companies save time and cost in the selection process, decrease turnover, increase productivity, and improve morale. Even though screening tests are occasionally challenged in court, companies can reduce their legal risk by ensuring test validity and reliability, by making sure tests do not cause disparate impact on minorities or protected groups, and by consistently applying tests to all candidates.
Lisa Quast, Pre-employment testing: A helpful way for companies to screen applicants
Hiring the “Perfect” Employee
July 27, 2011 By
We found this fun, silly infographic over at Visual.ly. It’s a tongue in cheek view of what the “perfect employee” looks like.
by Mindflash via 
Preconceived Ideas versus Actual Job Needs & Requirements
Of course, this graphic is just for fun but it brings up a good question, too. How do employers hire based on what the actual job requires versus preconceived ideas of what the “perfect’ employee looks like?
Well, it begins with asking and answering more questions…
Ask:
“What does the job require? What the duties? What are the knowledges, skills, abilities, and personal characteristics (KSAPCs) needed for this job position to be done effectively in our company?”
Answer Hint: Do a job analysis to determine these needs. The primary reason an organization will perform a job analysis is so that they can ensure that their employee selection procedure is valid and defensible. Practically speaking, a valid selection procedure is one that accurately measures the actual requirements of the job in a fair and reliable way. A valid selection procedure should use those duties and KSAPCs identified by the job analysis as being essential requirements for the position in question and use them as the basis for that selection procedure . Essentially, a valid selection procedure should effectively measure the net qualifications that are really needed for the job, and not much more or less.
- [ Visit www.autogoja.com for more information on performing a job analysis ]
Ask:
“Once the KSAPCs are determined and we’ve identified the job duties, how do we know which applicant is the most qualified?”
Answer Hint: Use validated pre-employment testing that assesses if an applicant meets these job related requirements. Further, use a holistic testing model that assesses the whole person including their knowledges, skills, abilities, personal characteristics, soft skills, situational judgment, interpersonal competence and personality.
- [ Read more about using a holistic testing model ]
Your Hiring Investment
Asking and answering the right questions is critical to hiring not only the right employee for the job but also hiring the right person legally. Taking the time to thoroughly answer these questions not only protects you from discrimination claims but protects your hiring investment, too. It’s expensive, on multiple levels, to add a new employee to your company. Don’t settle for hiring based on preconceived notions of what the “perfect employee” looks like; base your hiring decisions on what the job actually requires and how the applicant is actually qualified.
Employment Test Validation
July 5, 2011 By
According to the federal government every test or assessment device used to screen potential employees must abide by the Uniform Guidelines for Employee Selection Procedure (1978), the Americans with Disabilities Act (1990), the Civil Rights Act of 1964 and 1991, and many other laws, regulations and/or professional guidelines.
Every selection device created by Biddle Consulting Group, Inc. including the OPAC Office Skills Testing Software addresses all of these applicable laws and regulations. You should also check with your organization’s legal advisor to make certain that local and/or state regulations in your municipality are also addressed. If there are any doubts, Biddle Consulting Group, Inc. is available to work with organizations to assure them that OPAC addresses their local and/or state regulations.
OPAC and Test Validation
OPAC tests are created by industrial and organizational psychologists based upon information gathered from subject matter experts from around the nation. Most tests in OPAC are designed to mimic the tasks performed on the job, such as being able to use Microsoft Office programs to enter data, edit documents, manipulate spreadsheets, and create presentations. Those tests that do not mimic job tasks require the test taker to demonstrate the underlying knowledge, skill, and ability to succeed on the job. To help the employer address the validation requirements of the federal Uniform Guidelines on Employee Selection Procedures (1978) the OPAC System contains a built-in Validation Wizard feature. The feature was designed to help non-Equal Employment methodology experts validate any OPAC test. The Validation Wizard gives employers the capability to run a basic content-validation study and develop the most appropriate cutoff scores for the job as it is performed at your organization.
Test Validation Guide
According to the United States Department of Labor all tests should be evaluated based on technical information such as:
Test reliability. A good test manual should provide detailed information on the types of reliabilities reported, how reliability studies were conducted, and the size and nature of the sample used to develop the reliability coefficients. Independent reviews also should be consulted.
Test validity. A good test manual will contain clear and complete information on the valid uses of the test, including how validation studies were conducted, and the size and characteristics of the validation samples. Independent test reviews will let you know whether the sample size was sufficient, whether statistical procedures were appropriate, and whether the test meets professional standards.
Test fairness. Read the manual and independent reviews of the test to evaluate its fairness to these groups. To secure acceptance by all test takers, the test should also appear to be fair. The test items should not reflect racial, cultural, or gender stereotypes, or overemphasize one culture over another. The rules for test administration and scoring should be clear and uniform. Does the manual indicate any modifications that are possible and may be needed to test individuals with disabilities?
Potential for adverse impact. The manual and independent reviews should help you to evaluate whether the test you are considering has the potential for causing adverse impact. As discussed earlier, mental and physical ability tests have the potential for causing substantial adverse impact. However, they can be an important part of your assessment program. If these tests are used in combination with other employment tests and procedures, you will be able to obtain a better picture of an individual’s job potential and reduce the effect of average score differences between groups on one test.
If you have any questions about Test Validation and the OPAC Office Skills Software,
please contact us today!
What’s in the Box?
June 14, 2011 By
Recently, we were asked by a new client,”When you ship the OPAC software to me,what else is in the box?”
Since we were preparing the order for shipment, we thought we’d take a picture and show you.
Each OPAC order includes:
- OPAC Software CD (Single or MultiUser)
- Administrator Manual
- Candidate Manual(s)*
- 10-Key Date Entry Test Documents*
- Keyboarding & Word Processing Test Documents*
Also, while this doesn’t fit in the box, each software purchase includes one year of premium software support.
Motivating Your Business Students
May 29, 2011 By
“Feedback is the breakfast of champions.”
-Ken Blanchard
My husband is a middle school math teacher. He’s told me that one of his greatest struggles is motivating kids to learn – especially when Spring rolls around. He’s discovered three ‘tools’ that help his students do their best. They are:
- Provide clear, consistent and encouraging feedback; they need to know how they’re doing and where to improve.
- Recognize and reward the students when they reach a goal – build them up!
- Have fun!
We’ve heard something similar from our business teachers as well. Several schools and vocational institutions use our OPAC Office Skills Testing software in their classrooms. In particular, they appreciate the OPAC Certification program and how it benefits and motivates their students.
Today we received an affirming email from Judy French, a vocational instructor with the Phoenix Job Corps. She said this about using OPAC:
“The Phoenix Job Corps has been using the OPAC Office Skills Testing Software since 2001. We love it! Everyone wants to get certified. It makes business skills certification fun, develops healthy competition among our students and improves their self-esteem. The software meets all the requirements of our training area and is very easy to administer. The OPAC team is quick in issuing our OPAC Certificates and prompt with skilled, friendly technical support. Good job Biddle!”
We love hearing from our clients and especially enjoy knowing that our software is making a difference. Thank you, Judy!
The OPAC Certificate:
Pre-Employment Testing for the Whole Person
May 14, 2011 By
It’s crucial for managers to know the supreme value of their employees.
-Tony Robbins
Have you ever hired someone and later thought, “She has the skills but no follow through to get the job done”? Or perhaps this, “He can do the job well enough but just doesn’t seem to fit with our company”?
We know, don’t we, that when we hire an individual we hire more than just their knowledge, skills and abilities. We’re also looking for their drive and initiative to get the job done along with how their personality fits within our company culture. We hire a whole person.
Fortunately, there are tools to test an applicant in these three areas before you hire. We offer such a tool with our OPAC & Encounter programs and partnership with Assess Systems. It’s a full featured 3-part testing solution that assesses the applicant’s:
- Can Do – Do they possess the knowledge, skills, and abilities necessary for success?
- Will Do – Will they be inclined to utilize that knowledge, skill and ability?
- Fit – Will they not only fit into your organizations culture, but maybe even add to it?
Here’s how it looks…
Can Do
OPAC Testing Software, as you are already aware, is a leader in hard-skills clerical and administrative pre-employment testing software. OPAC’s validated tests answer the question, “Do they possess the knowledge, skills, and abilities necessary for success?’
Will Do
ENCOUNTER is a leader in soft-skills situational judgment testing helping employers measure the interpersonal competence of their job applicants. It answers, “Will they be inclined to utilize that knowledge, skill and ability?”
Fit
Assess Systems saves organizations time and money with job-specific, research-validated assessments resulting in rapid, clear hiring recommendations that prioritize candidates according to their potential for success. Assess helps you answer “Will they it into our company culture? Will they add to it?”
| Aspect | Practical Definition | Solution | Measures |
| Can Do | Does this applicant have the skills and abilities necessary for success in this position? What do they know and what can they do? | Hard Skills, specifically knowledge, skill and ability | |
| Will Do | Is this applicant likely to engage in a way that will be productive? How will this person respond to the rigors of your work environment? | Soft skills, situational judgment, interpersonal competence | |
| Fit | Is this applicant going to be a good addition to our existing team, adding to the chemistry that already exists? Who is the fundamental person behind this applicant? | Personality, behavior, attitude, propensity toward anger |
So for your next round of hiring, if you want to hire the best and reduce employee turnover, then consider now how to assess the whole person. If you’d like more information about our holistic pre-employment testing solution, contact the OPAC team and visit http://www.opac.com/testing-key-aspects today.
10 Benefits of Using the OPAC Office Skills Testing Software
May 1, 2011 By
Larry Bossidy said, “I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.”
Larry Bossidy valued people. During his career he was the CEO of General Electric, Allied Signal and Honeywell. His experience taught him that hiring well made a difference to the success of his company. The OPAC Office Skills Testing Software helps employers to hire the best people for the job. OPAC helps you to hire well.
Are you wondering whether or not the OPAC Office Skills Testing Software is for you?
Here are 10 benefits:
- Automated: Automated testing saves valuable staff time. Since the OPAC System Testing Software tests are self-administered and automatically scored, just set up an applicant at a PC, and you’re on your way!
- Comprehensive: The OPAC System measures a wide range of essential PC and office skills, providing a complete and accurate evaluation of a candidate’s skills.
- Customization: Our innovative Test Writer features allows you to create your own custom tests, in a number of formats.
- Easy-to-Use: The software is intuitive for both administrators and candidates, with comprehensive manuals should you ever need additional direction.
- Flexible Test Selection: The Test Administrator module allows you to choose any combination of tests and time limits, so you can individualize your test administrations to specific candidates and positions.
- Unlimited Testing: Your purchase of an OPAC System Testing Software license allows for unlimited testing. There are no ‘per test’ charges.
- Validated: OPAC tests are created by industrial and organizational psychologists based upon information gathered from subject matter experts from around the nation. Most tests in OPAC are designed to mimic the tasks performed on the job, such as being able to use Microsoft Office programs to enter data, edit documents, manipulate spreadsheets, and create presentations. Those tests that do not mimic job tasks require the test taker to demonstrate the underlying knowledge, skill, and ability to succeed on the job.To help the employer address the validation requirements of the federal Uniform Guidelines on Employee Selection Procedures (1978) the OPAC System contains a built-in Validation Wizard feature. The feature was designed to help non-Equal Employment methodology experts validate any OPAC test. The Validation Wizard gives employers the capability to run a basic content-validation study and develop the most appropriate cutoff scores for the job as it is performed at your organization.
- Certification: OPAC Certification is a great tool and motivator for business educators and employers.
- Support: The OPAC team wants you to be successful in using the software. That means we’re available to you to answer questions, provide training, troubleshoot technical issues and provide resources. We’re committed to our clients.
- Biddle Consulting Group: OPAC is developed by Biddle Consulting Group (BCG). BCG has been around since 1974 and is the leading U.S. EEO Consulting firm with thousands of clients and experience in over 200 state, federal, and circuit court of appeals Title VII cases.
Try OPAC for yourself. Download the OPAC Demo today.
City of Berkeley
April 1, 2011 By
The OPAC computer proficiency testing software has allowed us to gauge the relative competency of candidates in the use of Microsoft Office programs like Word and Excel. The software enables us to do this with batches of candidates at a time and allows easy reporting of each or all candidates’ results. This is something that is not otherwise practical to do easily or efficiently in our experience.
HR Department Staff Member
City of Berkeley
Phoenix Job Corps
April 1, 2011 By
The Phoenix Job Corps has been using the OPAC Office Skills Testing Software since 2001. We love it! Everyone wants to get certified. It makes business skills certification fun, develops healthy competition among our students and improves their self-esteem. The software meets all the requirements of our training area and is very easy to administer. The OPAC team is quick in issuing our OPAC Certificates and prompt with skilled, friendly technical support. Good job Biddle!
Judy French
Vocational Instructor
Phoenix Job Corps
