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Using Assessment Tools in Hiring and Promotion Decisions

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Product Id : 701117
Instructor: Grant Schneider

  Duration: 60 Minutes  

Recorded

$195.00

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"The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit."

"This program, has been approved for 1 (HR (General)) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org."

Overview:Many businesses make rushed hiring decisions. Unfortunately many poor choices are made based solely on gut feeling. Many candidates can make a very positive presentation and may throw off the judgment of an inexperienced interviewer. Hiring the wrong person can be very expensive. When you consider the cost of recruiting, interviewing, employee salary and benefits, lost productivity, and retraining costs the number could be from 20 to 33% of an annual salary according to some estimates.

Using assessment tests can help you identify the job candidates that are a best fit and would have greater probability of performing well in your company. Assessment tests can also be used for current employees to identify development opportunities and select people for promotion. This webinar will discuss assessment testing as it relates to employment. We will cover use of assessments in hiring selection. You will learn the nature of pre-employment testing and how it can be used effectively and legally. When used properly pre-employment testing combined with skilled interviewing can help predict future performance. Many hiring decisions are made based on a candidate’s past experience rather being based on probability of future performance. A good hiring decision is made based on a candidate’s ability to perform at a proposed job. Hiring managers need the information to predict that.

Why should you attend: According to some sources the cost of hiring the wrong person can range from $7,000 for an entry level employee up to $300,000 for an executive. The U.S. Department of Labor currently estimates that the average cost of a bad hiring decision can equal 30% of the individual’s first-year potential earnings. That means a single bad hire with an annual income of $50,000 can equal a potential $15,000 loss for the employer. Many hiring mistakes are made because hiring managers use their gut instinct rather than valid criteria. Companies can train mangers to interview properly. Although this will certainly help and should be done, a pre-employment testing instrument will insure consistency.

Areas Covered in the Session:
  • Why Assessment Testing
  • What is Assessment Testing
  • Types of Assessment Tests
  • EEO Requirements
  • Test Validity and Reliability
  • Pre-employment Testing
  • Using Assessment for Employee development and promotion

Who Will Benefit:
  • All hiring managers
  • HR Managers and Directors
  • Supervisors
  • Recruiter
  • HR Generalist
  • HR Business Partner
  • Learning and Development Managers
  • Talent Management
  • Director of Total Rewards
Grant Schneider Grant Schneider, CBC, SHRM-SCP, SPHR, is president and founder of Performance Development Strategies. His company helps organizations achieve greater results by aligning people in the organization with the organization’s mission and strategy. Grant helps these organizations create change, develop managers and executives, and create high performing teams resulting in engaged employees and loyal customers. Grant is a Certified Coach using an approach that helps organizations identify their vision of success, develop the roadmap, create goals and then achieve those goals.

Prior to starting Performance Development Strategies, Grant had a 30 year track record in operations and people development. His previous experience includes Chief People Officer for the Briad Group which operates the largest TGI Friday’s restaurant chain as well as operating Wendy’s restaurants and Marriott hotels. During his tenure at Briad he successfully facilitated the post merger integration of services of two equal sized pre merger organizations. Later he helped define corporate mission and cultural pillars to put the company on track to become an employer of choice. Prior to that, he was Director of Global Human Resources for Brunschwig & Fils, an international distributer of fine decorative fabrics and home furnishings. Prior corporate experience includes Sears Holdings, holding positions in operations, merchandising, human resources, training and development. He has worked with MacDermid, a chemical manufacturer, Kraft Foods Credit Union, and Community Connect, an Internet social networking company.

Grant has served in numerous community and professional volunteer leadership roles. He served on the Westchester County Private Industry Council. He is a past president of the Westchester Human Resource Management Association as well as past Executive Director of the New York State Society for Human Resource Management and has served on the Society for Human Resources’ national panel for HR Metrics and Human Capital Measurement. He is currently runs the Academy for Entrepreneurial Excellence which is a joint venture of the Business Council of Westchester and Westchester Community College.




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