1. Pre-Employment Assessments
Presented by
Turknett Leadership Group

2. Assessment for Hiring is Increasing
76% of organizations with over 100 employees use assessment tools for hiring.
That number is expected to increase to 88% over the next few years.

3. About TLG
With over 30 years’ experience, Turknett Leadership Group is an Atlanta based Management Psychology and Leadership Development firm
TLG helps organizations hire the best people, identify and develop high potentials, and create high-performing cultures for long-term business success

4. TLG Services

5. Turknett Leadership Group
Turknett Leadership Character Model ™

6. Approach to Pre-hire Assessment
Collaboration and partnership
Job related
Well developed and validated assessment instruments
Tailored – based on client needs regarding speed, simplicity, and cost – with concern for candidate experience
Flexible, but consistent

7. Our Selection Process Initial Organization/Culture Analysis
Position Analysis
Development of Selection Assessment Battery and Interview Protocol
Report Design
Definition of Assessment and Reporting Process
Confirm Process Roles and Responsibilities

8. Culture Analysis
GOAL: help TLG understand the organization and key characteristics to ensure candidate fit
Review existing materials regarding ABC mission, vision, values, competencies, etc.
Conduct interviews with key leaders and hiring managers
Focus on current culture and consider any major organizational change or future direction that might impact candidate fit

9. Position Analysis
GOAL: Determine key competencies and requirements for the target job(s)/position(s)
Review existing job/position related materials (e.g., job descriptions, performance appraisal forms, prior position analysis results, etc.)
Use interview and survey methods to understand competencies required for effective performance
Consider position as currently defined as well as any “in the future” needs
Separate analysis is done for each position title (several jobs can often be analyzed at same time)

10. Develop Assessment Battery
GOAL: Identify assessment tools that measure knowledge, skills, and competencies required for effective performance.
Review available assessment tools with proven track record of measuring critical competencies.
Map tools to critical competencies.
Identify best set of assessment tools to cover critical competencies considering:
Comprehensive coverage of required knowledge, skills, competencies without redundancy
Ease of administration, scoring, and reporting
Cost in terms of $ and time
Candidate experience

11. Types of Assessment Tools & Methods
Interview
Work sample
Personality test
Cognitive – thinking ability test
Situational judgment test
Job knowledge test
Assessment Center (Leadership group discussion, simulation, role play – actual challenges)
Physical ability test
Multi-source (360) feedback (if internal candidate pool)

12. Types of Assessments Used in Top Organizations
Allan H. Church and Christopher T. Rotolo, “How are Top Companies Assessing Their High-Potentials and Senior Management Executives: A Talent Benchmark Study,” Consulting Psychology Journal, 2013, Vol. 65, No. 3,

13. Example - designed for front line
ESQ

14. Example - designed for management

15. Example - designed for noting derailers
HDS – Hogan Development Survey

16. Examples of Assessment Tools for Non-Management
Turknett Workstyle Inventory: A 5-factor based personality test that has been validated in applicant populations and is linked to competencies for selection
Employee Screening Questionnaire (ESQ2): is an assessment of conscientiousness, integrity, dependability, and customer service skills
Predicts applicants' probability of engaging in various positive and negative work behaviors

17. Examples of Assessment Tools for Managers
Occupational Personality Questionnaire (SHL): An assessment based upon preferred work behaviors. Includes a report that summarizes how the candidate’s preferred behavioral style is likely to influence their performance on 20 universal leadership competencies
Hogan Personality Inventory: A comprehensive, business-based assessment of personality that is specifically designed to predict occupational success

18. Examples of Assessment Tools for Managers
Hogan Motives, Values, and Preferences Inventory: A measure of personal values that is used to assess potential fit between an individual and the values of the organization.
Hogan Development Survey: A personality inventory designed to indicate risk factors that tend to impede work performance
The risk factors identify specific performance challenges that may be linked to validated competencies of the job
Watson Glaser: A measure of critical thinking, featuring a library of executive norms

19. Online Assessment Portal – PAN Candidate Experience

20. Creating Assessment Batteries - PAN

21. The Interview as an Assessment
GOAL: Collect information about the candidate to confirm and/or supplement data from other assessment tools.
Most pre-hire assessment processes include one or more interviews.
Interviews can be:
In person, over the phone, or digital.
Conducted by HR, a hiring manager, other stakeholders, or an external consultant.
Conducted by an individual or a panel.
Critical characteristics of an interview: job/position related and built to be as objective as possible.

22. Types of Interviews Structured Behavioral Interview (SBI)
Created based upon the requirements identified for the job. By using behaviorally based, validated questions and scoring schemes, SBIs are one of the most reliable ways of evaluating candidate competency levels and identifying the best fit for the job.
Life History Interview
Used to gauge a person’s work and personal history. Life history interviews are especially helpful to determine if a candidate is a good cultural fit to the organization and has values aligned with those of the organization.

23. The Report
GOAL: Combine data from all assessment tools/methods in a user friendly way.
The optimal scheme for scoring and combining data from multiple assessment tools depends on the position and the goals of the organization.
A typical Non-Manager report includes only data from quantitative assessment results.
A Manager report may include quantitative assessment results and information from a TLG conducted Structured Behavioral Interview
For Executive selection, reports include assessment results and information from a Structured Behavioral Interview and Life History interview.

24. The Report (cont’)
TLG creates reports that are user friendly and available electronically.
If multiple assessment tools are combined, clients may also choose to engage in a short verbal debrief of the information with a TLG consultant.
Turnaround from completion of all assessment tools/components to delivery of report will be agreed upon in advance and may vary based on complexity of the assessment process and the number of candidates.

25. The Assessment Process
GOAL: Sequence all assessment and pre- hiring components in a way that balances efficiency and usefulness.
GOAL: Assign roles and responsibilities in a way that creates a seamless process and an excellent candidate experience.
There are pros and cons for placing assessment tools early and later in the overall process.
TLG collaborates with the client organization to determine the optimal process.

26. Assessment Administration
GOAL: Efficient, smooth, and error free.
Many assessments are available for electronic administration via the web.
Candidates receive easy to follow instructions that can be provided by the client or TLG.
Note: Some cognitive/critical thinking tests are best administered in person to minimize faking/cheating.
TLG works collaboratively with the client to ensure that any client training needed for is provided.

27. Different Processes Based on Level
The quantity and level of assessments used are determined by the position
Non-manager, manager, and executive level pre-employment projects will likely use different assessments and follow different processes
Interviewing and reporting is determined by position as well

28. Let’s Talk About Rigor
A well developed, job related assessment process
Will help client organizations select the best candidates and build a strong workforce
Will meet legal requirements
TLG uses scientifically developed assessment tools that have been validated in a variety of settings.

29. Let’s Talk About Rigor
Certain positions/jobs may require additional steps in the development and validation process:
Large number of incumbents and hires
A customized assessment tool will be developed
In these cases, a local validation study may be needed before or after the assessment tool is put into place. This would involve more significant data gathering and analysis to confirm the link between assessment results and job performance.

30. Let’s Talk About Rigor
Documentation of how the assessment process was created and is being used is a key element of rigor.
And…consistency in following the entire pre- hire assessment process is just as important as rigor in developing the process. Inconsistency can lead to:
Inaccurate assessment
Reduced value of the assessment tools
A sense of unfairness among candidates
Legal challenge

31. Potential Pitfalls
TLG is sensitive to potential pitfalls of pre-hire assessment processes. These include:
Unrelated to job
Overly subjective – not reliable; temptation to select the “like me” candidate
Inconsistent administration or application of results
Selection procedure that results in adverse impact or disparate treatment
Using personality tests designed for development in selection settings

32. Why Turknett Leadership Group?
We are not a one size fits all resource. We seek to craft a solution that meets ABC’s needs excellently.
We will not try to “fit you into” our prescribed tools or process.
We will challenge you to create an assessment strategy and process with high standards.
We understand that this is ABC’s pre-hire system and you are in the driver’s seat.
We will not try to sell you a “top of the line” system that is more than you need.
We will point out pros and cons (risks)of various possibilities.

33. Why Turknett Leadership Group?
We have significant experience with many assessment tools.
We do offer some proprietary assessment tools.
We are also very comfortable and willing to create a system for you that uses tools from one or more other vendors.
We seek true partnership and collaboration.
We are very flexible with regard to our level of involvement.
We listen first…then we provide input, expertise, and assistance.

34. Levels of Involvement Administer & Report Build Advise
TLG involvement may vary
Across positions (e.g., more involvement for higher level positions)
Over time (e.g., as ABC gains more experience with tools)
Debrief HR or Hiring Mgr
Contact candidate
Build
Sequence tools and define process
Select instruments
Advise
Create Success Profile
Cluster jobs
Research assessment tools
Match tools with Success Profile
Administer instruments
Deliver summary report
Devise scoring scheme
Integrate tools
Create structured interview guide
Consolidate results
Conduct interview

35. Levels of Involvement Advise
Create position success profile (key knowledge, skills, competencies)
Cluster jobs
Research assessment tools; match position requirements to tools
Build
Determine best combination of tools and scoring scheme
Develop structured interview guide
Integrate assessment results with interview protocol
Outline best sequencing of pre-hire steps
Administer and Report
Contact candidates for assessment and administers
Interview candidates
Consolidate results into report
Debrief HR/Hiring Manager
Ongoing Support
Feedback sessions for hired candidates
Monitor/track system and modify as needed
Leadership development (post onboarding)