If you are looking for a process that is uncompromising and completely under your organization’s control, In-House selection is the way to go. We will work with your job experts to design a completely custom selection program determined after conducting a detailed job analysis with your subject matter experts. A possible recommendation of steps could include:

Step 1: SDS Online Application--Online application used in place of standard application or resumes.

Step 2: Basic Skills Tests--Battery of tests which measure job-related math, reading, mechanical understanding, logical reasoning, remembering, listening, writing, reading gauges, visual-inspection and spatial perception. All tests are designed to measure the exact type of basics skills required on the job. So, for example, a reading test would include readings from company safety manuals or other job related materials. Bottom line, every question on every test is job-related (unlike even the best off-the-shelf tests).

Step 3: Structured Situational/Behavioral Interview—Benchmark quality interview measuring job-analysis supported competencies using situational & behavioral questions with anchored response options for interviewer scoring.

Step 4: Outlook Inventory--Online attitude inventory measuring attitude toward safety, team-orientation and dependability. Uses a difficult-to-fake, forced-choice format.

Step 5: Work Demo--Hands-on demonstration of capabilities. For example, refinery operators work on a refinery simulator (no experience required). Machinists use micrometers and put together a pump. Managers develop a plan to solve a series of problems, etc. Work Demos typically measure technical skills as well as more general competencies--interpersonal-skills, problem solving, communication skills and motivation.

Step 6: Physical Abilities Test/Plant Tour--While "touring" the facility, candidates participate in a series of job-related physical ability tasks such as carrying fire extinguishers, climbing ladders, and opening & closing valves.

Note that while steps above are listed individually, they are typically combined for logistical convenience. Process usually requires 2-3 candidate visits with a smaller pool after each visit. It typically takes about 20 "real" candidates to fill a position using this process. In other words, you are only hiring people in the top 5 percent of the candidate population.