Pre - Employment Testing: Parameters, Practicalities, and Pitfallsfrom Russel Stuart
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Hiring the "right stuff" has never been more important. In today's competitive environment, staffing our organization with competent, customer-focused, high-integrity people is essential for organizational viability . Pre-employment testing, if chosen carefully and used correctly, can be a powerful tool in predicting future job success. As a tool in the toolbox, it has the capability of increasing both the accuracy and efficiency of the hiring process.
This webinar will explore the world of pre-employment testing, focusing on maximizing the contribution to hiring decisions while minimizing the potential negative outcomes resulting from dissatisfied applicants. It will explore the various types of instruments available and provide guidance in choosing or creating tests to supplement other decision-making hiring approaches.
Why should you Attend: Testing, as a selection approach, elicits a love/hate response from those responsible for hiring. Chosen, and used correctly, in can improve the accuracy of hiring decisions and offer unparalleled improvements in efficiency - often shortening the "time to hire" by a significant amount. However, many decision-makers are fearful of tests, particularly concerned about the negative reaction of dissatisfied (unselected) applicants.
This session will provide practical guidance in adding testing as an important tool in the toolkit of assessment approaches, allowing the hiring organization to make more accurate, informed decisions while minimizing potential negative outcomes.
Areas Covered in the Session:
The structure of competence
How people differ
How to analyze a job's requirements
Categories of assessment tools
The objective-subjective continuum
Understanding the concept of validity
Types of tests and what they measure
How personality impacts job performance
How to choose tests and vendors
How to stay out of trouble
Who Will Benefit:
Line Managers involved in Hiring
Harold P Brull served as Senior Vice-President of Personnel Decisions International (PDI), now Korn Ferry Leadership Consulting, for 36 years. During his tenure he has designed selection processes and systems for over 1,000 organizations ranging from ford Motor Company to the Peace Corps. Harry is a licensed psychologist and has taught industrial/organizational psychology at the undergraduate and graduate levels for 17 years. He has served as an expert witness in employment law cases in both state and federal court, representing both private and public-sector clients.
Event link : http://www.trainhr.com/control/w_product/~product_id=701921LIVE/?channel=eleventary_january_2018_SEO
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