Two or three times over the past few months, clients have asked me if profiles or assessments could be used during the selection and hiring process. Based on my experiences with the products I normally use, my quick answer would have been “no” since none would pass the Department of Labor litmus tests for pre-employment.
But for me, it would be a disservice if my advice were to avoid using such tools during the selection process simply because my tool kit falls short of meeting my client’s needs. Besides, “no” is never a good answer for those who trust you to answer any question asked as completely and honestly as possible.
Since this is the Holiday Season, to the internet I sprang and from my computer arose such a clatter that my wife looked at me strangely asking “What was the matter?” And what to my wondering eyes should appear but a whole lot of detritus to read without fear.
After wadding through screen after screen, writing copious notes, and contacting several vendors, I’ve come to the conclusion that using tools that meet DOL requirements tend to reduce bottom line issues like shrinkage, information theft, absenteeism, turnover, labor costs, and liability while having the potential to increase productivity, profitability, and morale.
The caveats to accomplishing these outcomes include are, at minimum:
1) Establishing a selection process, training everyone who recruits and selects on its use, and applying it consistently, every time, all the time.
2) Using a pre-employment assessment/profile rather than one that provides information beyond that needed to fill the position. For instance, you may ask about employment status, when he or she can start work, days available to work, recent salary, and supervisory experience (if a requirement) plus request “honest responses” to questions related to integrity, substance abuse, reliability, work ethic, and the like. Everything you ask must relate to the fit between people and jobs or predicting applicant job performance.
3) Using the assessment/profile results as no more than 1/3 of the decision-making process while remembering that “honesty-type” instruments cannot be used in Massachusetts and may not be the sole reason for rejection in Rhode Island.
4) Gathering the other 2/3 comes from personal and business references, validation of educational qualifications, previous work experience, job skills, etc, and your written interview results. Many organizations skip parts of this step – too time consuming! Also, recruiters are often rated or compensated on quantity rather than quality.
5) Expanding your selection process to include drug testing and criminal background checks when the safety of other employees or the public, or company assets are a concern – handling cash, or driving a company vehicle or driving his or her vehicle for company business, are examples.
6) Remembering that after making a conditional job offer, you may also require the applicant to be examined by a qualified physician. This extra step may avoid Workman’s Compensation issues.
7) Securing a release from the applicant that permits the sharing of his or her gathered information, and assessment and examination results with those engaged in the selection process.
8) Treating all results as confidential for use by those engaged in the selection process only.
9) Providing a copy of the results to the interviewee upon written request.
10) Storing test booklets, release forms, and reports in your files for a minimum of one year unless your legal counsel indicates otherwise.
If you’d like to know more about pre-employment assessment/profiles, give me a call ( 610 384 1827 ) or drop me an email (POPerformance@verizon.net). I can share with you a sample result from one tool that meets DOL tests and a copy of the DOL related requirements.
The Principal at Personal/Organizational Performance+ LLC, Mr. Finley has first-hand experience with many aspects of human performance. He has lead training centers and technology implementations; designed technology support infrastructures; managed complex learning development, and implemented large global projects. Dave is a highly competent facilitator, designer, and developer of learning, communication, and change programs. He holds degrees in Business Administration, Accounting, Communication, and Instructional Systems Design. A Certified Trainer, he facilitates sales, team-building, communication, customer service, relationship management, business development, and leadership experiences. Through a global network of affiliates, P/O Performance+ LLC is able to provide global solutions from its Chester County Headquarters.
