RECRUITMENT
Opportunities in the Recruiting Process
We identified 6 major problems with how recruiting works today. These present serious risks both to the candiate and to the company. This may help explain some studies: In the UK, for example, about 10% of hired candidates don’t even make it to the end of the first month on their new job! The right column of the table explains how our pre-employment testing solutions help to solve these problems.
| Market weakness | AMP solution | |
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Job Description & Candidate Profile How do you know what type of person you are looking for? |
Model of Excellence For many positions, each organization has examples of people doing that job well. jobEQ helps you to find out how they function to get these results. We use their profiles to design a model of the ideal candidate. |
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Job Ad How do you make sure your advertisement is appealing enough to attract the right candidate? |
Job Ad design Once you know what motivates the best performers in a function, you can write the add using language that will motivate people that are similar to your top performers. |
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Which resume to select Out of all the resumes that you receive, how do you select who you should interview? (What do you do with the ones you reject?) |
Pre-employment Testing & Profile Matching Candidates fill out the AMPJobEQ questionnaires. Their answers are compared to the model of excellence. This is an objective, scalable process that can quickly narrow the field to only the best candidates. |
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Cycle time How can you deal with dozens or even hundreds of candidates in a reasonable amount of time? |
Internet Processing All our solutions are available online, dramatically increasing the efficiency of the recruiting process. What will you do with all the time you save? |
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Recognize best match How do you recognize the best match for the job? |
Candidate Ranking AMP jobEQ ranks all candidates according to the degree in which they match with a model of excellence. Moreover, the AMP jobEQ management report describes the candidates in detail. |
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Motivate to join How do you motivate the chosen candidate to join your team? |
Training & Coaching AMP JobEQ’s feedback reports tell you the exact words that will motivate a particular candidate. You will also learn how to close the gap between the model of excellence and the new employee using coaching and training. |
Using AMP & jobEQ’s technology for pre-employment testing
Ensure the best recruitment decisions: screen candidates using a reliable and easy-to-use online assessment solution.
The best advice we could give to HR professionals is to Hire for Attitude, since this is the best predictor for work performance. This will tremendously improve the effectiveness of your recruitment process by helping you to get more qualified candidates while at the same time reducing the number of unqualified candidates. This page discusses how to use iWAM for pre-employment testing, how it can predict employee success, and why the best choice is an online assessment solution.
Much of the performance improvement our system comes from our ability to objectively compare people to each other and to the top performers in an organization. Our tools can predict employee success because we find out what psychological traits the top performers have in common, then we use pre-employment testing to discover who has the most potential to become the next top performer. Using iWAM as a pre-employment assessment is an easy way sort the “A” candidates from the rest of the pack before you invest your valuable time in interviewing. Before you ever invite a candidate for an interview, you will know to what extent their work attitude and motivation fits the requirements of the job.
Saving time and money
- A better recruitment process helps save time and money in an HR department. Using iWAM for pre-employment testing will cut your time to hire by at least 50%, while having to spend less. How? Not only does our approach help to improve the efficiency of your job interviews, but AMP & jobEQ helps you to save hours by reducing the number of interviews you need to do before you are sure you are hiring the best candidate. Especially when you have many candidates, your recruiting staff might get overwhelmed with resumes and applications, and it can become hard to isolate the best candidates before they are no longer available.
- Hiring the best recruits will help an organization to spend less while getting better results. Experts estimate the cost of a bad hiring decision at anywhere from 20% to 200% of a year’s salary. This happens because if the wrong hiring decision is made, the employee will be unproductive, and the company must pay to hire and train yet another worker. Data show that hiring for attitude and motivation predicts up to 80% of job performance, so it’s no wonder that organizations around the world are turning to ANO& jobEQ’s iWAM questionnaire for making better hiring decisions. As you can read from the case studies on our Web site, IWAM and VSQ questionnaires have helped to drastically reduce turnover as well as drastically improving performance. For example, one company’s sales team hired using iWAM, and their employees performed 50% above target even with a 10% reduction in workforce!
What is the Catch?
With AMP & jobEQ, there is none. Here is why: Our tests have an online format, which saves us time and money, and we pass on the savings to you! The biggest reason companies choose AMP & jobEQ is for the reliability of our tests, which is unparalleled in the world of pre-employment testing. While other test builders might claim similar results for their assessment solutions, the fact is over-active salespeople often exaggerate their products. Fortunately, there are ways to evaluate any psychological test. We suggest screening any assessment for the following issues:
- Reliability issues
Not every questionnaire works equally well for pre-employment testing. Many test providers don’t mention that the tests will fail unless candidates are fully honest while completing a questionnaire. Unfortunately, people tend to be biased, and people often try to choose answers that would make themselves look good. For example, research has shown that 70% of population thinks that their IQ is higher than average.Even though we have several products, our iWAM test is the only assessment solution we recommend using for pre-employment testing. iWAM is designed to eliminate test falsification and bias. We did this by making each answer positive, which eliminates “right” and “wrong” choices, and makes it impossible to guess what the best choice would be. Moreover, we have an extensive interview methodology which enables you to fully validate each of the candidates’ answers in case of doubt.
- Legal issues
Test creators must prove their pre-employment assessment truly measures and predicts employee success. In many countries, it’s unlawful for an employer to refuse to hire any individuals, or otherwise discriminate against any individual with respect to his employment, because of race, color, religion, sex or national origin. Employers who use pre-employment testing must be able to prove they comply with non-discrimination legislation in the countries where they apply pre-employment screening. In other words, you need to be able to prove that the prediction made by a test actually corresponds to real job performance.Enter AMP & jobEQ’s Model of Excellence technology. This technology enables you to make reliable predictions concerning employee success. When making a model, we will measure how current top performers score on iWAM, thus defining which motivational patterns are useful to have for that job. During the pre-employment testing phase, candidates are matched against this model.