TM - November 2007 - (Page 55)

Making an Impact Advance already used pre-hire assessment for management jobs in many of its divisions, but the material handler-selection project would be one of the first created for entry-level workers. The project also would be the first one initiated to focus on the critical issue of turnover. “We’ve always relied on an on-the-job training component for employees at this level,” Baker said. “But at this point, we said, ‘We need to select for traits that are critical for success on the job, traits that are difficult (if not impossible) to train for. This should allow us to spend our training dollars more effectively.’” For Baker, the key to performance management was candidate selection using tailored, validated prehire testing. According to her background as an industrial-organizational psychologist and her consulting experience in selection, performance management and succession management, this type of assessment frequently enables recruiters to select the right hires the first time. “Selection has always been interesting to me because, when done well, you can really make an impact that gets noticed by your business partners,” Baker said. One such partner is Roy Martin, senior vice president of supply chain. “I’ve been a believer in building predictive-index environments for many years,” Martin said of selection systems that use pre-hire tests to predict future performance on the job. “I believe in the science behind it.” The methods of that science emphasize proof, however. Ideally, original research should be done to show that a specific test is predictive of performance for a specific job in a specific environment. And for cost-conscious leaders such as Martin, that research also needs to show clear business value, measurable in dollars. Choosing the Right Test Solution In late 2004, Advance began a competitive bidding process to select a test provider, and it ultimately chose PreVisor because the company’s solutions offered online testing capabilities, as well as the flexibility to use a paper-and-pencil option if necessary. To get started as soon as possible, Advance chose to use one of PreVisor’s off-the-shelf assessment tools. It offered baseline data, suggested future directions for the selection process and measured a set of key work-related personality traits, including: • Detail-oriented: An aptitude for following policies, staying organized and staying on task. • Adaptability/Change-Oriented: Levels of commitment, impulsiveness, responsibility and motivation. • Accountability and Ownership/Dependability: Work history and work-related values and attitudes, which have been shown to predict success in entry-level jobs. Initial Resul ts: Enough to Go Forward By the summer of 2005, the Material Handler Assessment Solution had been in place long enough to allow for some results analysis. A business outcomes study revealed applicants who achieved higher scores on the assessment were ranked as much more effective by their supervisors. Although the direct impact to turnover was less clear, the Advance team said the results of the trial were strong enough to justify a second phase: developing new test content that would address retention specifically. These initial results, however, were not convincing at all levels within the organization. talent management magazine www.TalentMgt.com 55 November 2007 http://www.TalentMgt.com

Table of Contents Feed for the Digital Edition of TM - November 2007

Talent Management - November 2007 Editor's Letter Contents Letters to the Editor Human Performance Leading Edge Learning Connections Viewpoint Finding Candidates with the Right Fit Turning HR Data Into Business Intelligence Compensation Technology: Drive Higher Performance, Gain Competitive Advantage The Art and Science of Influence Training the Ethical Workforce Making the Best Managers Application: Pre-Hire Testing Drives Down Employee Turnover at Advnace Auto Parts Dashboard: The Role of Learning Business Process Outsourcing Insight: Nationwide Insurance: On Employees' Side Advertiser's Index Editorial Resources Full Potential

TM - November 2007

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