IndustrialSelect
The IndustrialSelect Employee Selection process uses a set of customizable tools that are designed specifically for industry positions. Through the use of this process information is gathered about candidates’ skills, abilities and work style, data is analyzed, and candidates with the highest probably of success on the job are identified.
Why Use IndustrialSelect?
Accurate: Uses validated “best practice” tools and technologies to identify candidates most likely to be successful on the job.
Efficient: Multiple hurdle approach allow for large volumes of candidates to be evaluated in a fast and cost efficient fashion.
Fair: Assessment techniques give candidates the opportunity to demonstrate their skills and abilities.
Realistic: All tools are customized for the specific job in question and provides the candidate with a realistic preview of the job.
IndustrialSelect Methodology
SDS Online Application
The SDS Online Application is the initial screening tool that allow the you quickly eliminate the candidates who don’t meet the minimum qualifications. The remain candidates are then rank ordered based on the job-related “preferred” requirements. The customized SDS Online Application allows you to fairly and effeciently pre-screen candidates with parameters that are completely under your control.
Work Style Questionnaire
The WorkStyle Questionnaire measures the candidates attitudes in relations to reliability, safety awareness, motivation and overall performance. This questionnaire is able to identify candidates that supervisors would typically describe as having a “poor attitude”.
Job Skills Tests
Job Skills Tests are able to able to identify candidates who possess the foundational skills and abilities that are necessary for success on the job. The categories measured using these objectively scored tests include: math, reading, mechanical, logical, listening, visual inspection, and reading gauges. All tests are customized at the item level to ensure true content validity. Job Skills Tests are proven to predict “trainability” and future success on the job.
Job Knowledge Tests
Job Knowledge Tests are objectively scored tests that confirm the extent to which candidates possess specific job-related knowledge (e.g., welding knowledge, pipe fitter knowledge).
Work Demonstration Exercises
Work Demonstrations are hands-on exercises that provide insight into how a candidate is likely to perform when faced with routine on-the-job tasks. Work Demonstrations are designed around each individual job position and make use of equipment and tools that are used on a day-to-day basis. Group and/or individual exercises assess the following: problem solving abilities, communication skills, interpersonal/teamwork skills, motivation and drive, in addition to specific technical knowledge.
SDS Structured Interviews
The SDS Structured Interview uses questions that have been tailored to the positions being filled. Questions are tied directly to the competencies identified in the job analysis to guarantee job-relevance. We recommend that interviewers be trained, which includes a mock (practice) interview and AccuJudge Rater-Error training to minimize interviewer biases. Additional validated interviews can be developed using the Interview Validator item database and validation system.
Physical Ability Tests
Physical Abilities Tests are those that measure the candidates demonstrated physical abilities in relations to the physical abilities necessary to perform the job as the job analysis determines. Basically, physical abilities tests confirm that a candidate would be able to perform the essential task associated with a position. Examples of physical tasks include: climbing ladders and dealing with heights; carrying a fire extinguisher; and connecting air hoses.
Facility Tour
The final step in the process is the Facility Tour. The tour will provide candidates with an opportunity to view the work environment and get a realistic preview of the job. The tour is all-encompassing and will highlight positive and negative aspects of the work environment. If the candidate does not feel the job is a good fit for them, they will be able to “self select out”.
