OneStep Employee Selection

The OneStep family of employee selection programs are designed around the premise that you need to hire the best, but you also can’t ask too much of your candidates or your staff. For example, restaurants that hire college students tend to have high turnover, but they still need to hire great people. It doesn’t make sense to put these candidates through a multiple hurdle selection process which adds significantly to processing time.  It also doesn’t make sense to give candidates expensive off-the-shelf tests that aren’t measuring exactly what you need to measure. Instead, we recommend that you use a custom selection OneStep Employee Selection process built exactly to your needs. Candidates apply, are assessed across multiple job-related dimensions, and learn about the position in single online interaction without taking any of your valuable staff time. Top-scorers are then invited onsite for a final interview. The OneStep process is appropriate for a wide variety of jobs including:

• Food service
• Retail sales
• Internships
• Clerical and administrative roles
• Medical support roles
• Call centers
• Shipping and delivery roles

The steps we take to build your customized OneStep Selection Process are outlined below.

Job Analysis

The development of any custom assessment process begins with an analysis of the position requirements. We start with proprietary templates and work with your subject matter experts to identify specific minimum and preferred qualifications. We also map key personality variables to the position and determine which competencies are most essential to future success. Based on the results of the Job Analysis, a blueprint is developed to systematically measure all job-essential competencies. The key measurement tools used to measure these competencies are outlined in the following sections.

SDS Online Application

The SDS Online Application is an initial screening tool that allows you to quickly eliminate candidates who do not meet minimum requirements and rank order the remaining candidates based on job-related “preferred” requirements. Using the job analysis results along with SME input, we design and develop a customized SDS Online Application that allows you to efficiently and fairly pre-screen candidates with parameters that are completely under your control. Prior research on this tool suggests that it is 40% more accurate then standard on-line applications, and reduces overall adverse impact in the process. In other words, it is faster, more accurate, more defensible, and more cost effective than standard applications and/or resume type screening tools.

BVI (Big Five Inventory)

The BVI measures an applicants work style using the widely accepted “Big Five” dimensions of personality. While there isn’t one right personality for a given position, there are often many traits or patterns of traits that are incompatible with successful performance in specific roles. An anxious, unassertive, and unambitious person has little or no chance of long-term success in a sales role. That doesn’t imply that a calm, assertive, and ambitious person is guaranteed to be successful–but she surely has better odds. Using every scientific and statistical tool at our disposal, we work to put the odds of success in your favor without over fitting the data. This information is combined with other relevant data using our proprietary Baseline scoring algorithms.

Problem Solving Inventory

A person’s basic skills and common sense problem solving skills related to the position will be measured using a combination of multiple-choice items, job knowledge items, and situational judgment items. These tests will be customized at the item level for each position. In other words, all questions will be directly relevant to the job in question (i.e., content valid). Criterion-related validity will also be determined (and maximized) by identifying the items that most effectively differentiate top-performers from bottom performers.

Calculation of overall Baseline Score

A Baseline score is a score from zero to one hundred that accounts for a person’s relative probability of success on the job. In other words, it is a statistically optimal, weighted composite score that is specific to a job. Researchers have shown in over 200 studies that even when you measure the right variables, it is critical to combine the measures in an optimal fashion as opposed to trying to eyeball the data and make an “expert” judgment. This is absolutely essential to maximizing your hit rate, and it’s an area where most organizations and hiring experts fall short.

Structured Situational Interview

The Structured Situational Interview uses customized questions that have been carefully vetted by your job experts. Questions are tied directly to the competencies identified in the job analysis to guarantee job-relevance. Most questions will focus on putting a candidate in a specific, challenging situation and asking how he or she would respond to that situation. For each question, we develop anchors showing examples of impressive answers, adequate answers, and poor answers. Research clearly demonstrates that using situational, job-related questions, along with a structured scoring system, will dramatically improve the overall accuracy of an interview. 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 InterviewValidator item database and validation system.

Continuous Improvement Feedback Loop (Feedback Loop)

The Continuous Improvement Feedback Loop is an ongoing service and support agreement, which includes detailed statistical analyses of the relationship between assessment results and job performance, along with adverse impact analysis and telephone support. When appropriate, we will also calculate the adverse impact of the process using both the “Four-Fifths Rule” as well as the “Two-Standard Deviation Rule.” Recommendations for reducing or eliminating future adverse impact will be made whenever warranted.

Ongoing criterion-related validation, and general process improvement will also be provided on an ongoing basis. We will provide templates and tools for collecting one-year, three-year, and five-year ratings on all employees hired using the OneStep process, and conduct analyses correlating these ratings with all steps of the process to verify that components are working properly. By doing this, the process not only will not become obsolete, it will actually improve over time. A wide-variety of additional analyses will be conducted to maximize the accuracy, legal defensibility, and practicality of the overall process. Below is an overview of some of the included services:

• Test score analysis
• Item analysis
• Ongoing criterion related validation of entire selection process
• Online materials archive
• Adverse impact analysis
• Additional advanced statistical analyses on an as needed basis
• Telephone support