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 Effectiveness of the Interview Process Is Questioned
John and Rhonda Hunter (Univ. Mich.) studied the ability of the typical interview to predict success on the job. Their results were surprising. They found that the interview helped to identify the right person only 52% of the time, as compared to people hired without an interview, based solely upon the information found in their application and/or resume. Subsequent studies have concluded that the interview is a better predictor than it appeared in the original study, however.
Either way, contemplation of the interview process is a worthy undertaking. Conclusions underscore the importance of insuring that the people who make it to the interview process actually possess the skills and abilities necessary for success on the job. Interviews are important in determining attitude, willingness and "fit" but they leave much to be desired in determining the ability level of the applicant. OPAC Testing Software helps you to learn which applicants have the skills and abilities necessary for success in today's office environment.
[download a trial copy of OPAC  ]
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Healthier Companies Use Best HR Practices
According to an article by Terpstra & Rozell in Personnel Psychology, when companies are winners in the areas of profitability and profit-growth, they are much more likely to be using the best staffing practices than their less profitable, slower-growing peers.
Best staffing practices include using valid testing instruments to determine the skill & ability level of applicants before hire.
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OPAC Testing Software is a great addition to any company's HR best practices arsenal. With the estimated average cost of a "bad hiring" nearing $20K, it's easy to see why such a strong relationship between profitability and procedures exists!
[download a trial copy of OPAC ]
Scientific studies show that computer-related multi-tasking requires the ability to use a computer as part of a subconscious, automatic routine!
Fact: If workers have to focus on using the computer, they will have extreme difficulty focusing on other required tasks!
Answer: OPAC automatically measures computer-related abilities!
 OPAC Testing Software 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.
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