Business News

Procedures for using tests in hiring or upgrading:

Tests for applicants or presently employed personnel are administered for the purpose of measuring as objectively as possible professional and vocational interests; job-related abilities and aptitudes; characteristics of temperament and personal adjustment.

• Major vocational and professional interests - these cover significant divisions of a corporate operation such as finance, marketing, sales, operations/production and personnel. The analysis is based upon the principle that if an individual is working in the field in which he/she has basic interests, the chances of career success and personnel satisfaction are enhanced. Job-related Tests Measure - abilities or aptitudes which will permit the individual to function effectively in the fields in which interests are identified.
  Interests:  These abilities include speed, accuracy and capacity of thinking.
  Aptitudes:  Human relations skills; persuasive or sales aptitude.
  Supervisory:  Temperament know-how, reasoning ability and communications skills are also measured for management personnel. Characteristics of temperament and personal adjustment such as self-reliance, assertiveness, capacity to work under pressure, sense of responsibility, cautiousness, capacity for original thinking, empathy, home, health, social and occupational adjustment.
• A candidate's test results are analyzed in relation to the requirements of the particular job which he/she will be expected to perform for the company. A written, confidential report is prepared for management within 48 hours so that a prompt employment or upgrading decision may be made. Telephone summaries of test results are also available, when required.

• Recommendation to employ or upgrade Profile chart of sources on the various test factors Detailed description of each individual's strengths and weaknesses, relative to the position for which he/she is being considered
• Suggestions for supervision, if employed

The information provided in the test report should be evaluated along with background, experience, education and achievements in pointing the direction to a hiring or upgrading decision. The Executive Assessment/Vocational Guidance Program is built around a two-step model...first, an objective evaluation of interests, interpersonal skills, intellectual ability, values, temperament and adjustment; second, a personal interview and feedback session with a professional. The objective evaluation, done with an extensive battery of behavioral, vocational and intellectual/skills tests takes from 4-1/2 to 6 hours to complete. The interview and feedback session (done on another day in most cases) takes 1-1/2 to 2 hours of the client's time.

• Administration of test battery Scoring and analysis of test results by skilled professionals Personal interview and discussion of test results with a professional
• Preparation of a written report summarizing test results, recommendations and suggested solutions to problem areas

• Identification of best potentials for career effectiveness Definition of specific and/or general areas of vocational or professional aptitude and "best fit" Career direction leading to success, growth and long-term satisfaction Identification of personal strengths and weaknesses
• Analysis of style and suggestions for personal development

For further information concerning Executive Assessment, Vocational Guidance or Outplacement Assessment programs, please contact us directly or email Keith Mullin. We would be pleased to discuss your needs and the role that we can play in your management and personnel development programs.