PCI Selection System Design

SELECTION SYSTEM DESIGN

PCI is often contacted by prospective clients inquiring about the purchase of tests and, in many cases, we are asked if PCI sells certain name brand tests (e.g., Myers-Briggs). Our answer? PCI certainly provides a wide variety of tests and, given extensive professional qualifications and relationships with publishers, is qualified to distribute virtually any test published today at or below retail prices. However, our philosophy is to take a step back and make sure that we have a good understanding of the jobs in question, the organization, characteristics of top performers (and those that failed) and other relevant data prior to recommending tests of any type. PCI is committed to making sure that the selection tools used, which may include tests, are designed and put in the proper order with clear objectives in mind.

Based on our 45 years of experience, PCI recommends a selection "funnel" be used that focuses on using quick and cost-effective tools early in the selection process. Further, non-trainable competencies (e.g., initiative, quality orientation, conscientiousness) are measured early on so as not to waste the hiring manager's time in interviewing people that are missing required competencies that no amount of training will remedy. Later stages in the process focus on more in-depth and time consuming tools (e.g. assessment, interviewing) but do so with those individuals that have a higher potential for success. In addition, PCI will leverage technology where appropriate to speed up the process and minimize time and costs associated with the selection process.

While your organization's hiring systems will depend on the job level, number of locations and other factors, most systems will have, based on the job analysis, some or all of the following components:

Sourcing Strategy. The best way to meet quality and diversity goals is to have many more applicants than positions available (e.g., 5 to 20:1 depending on the industry and job level).

Realistic Job Preview. Let candidates know up front the requirements of the job and your organization. Make sure they want the JOB not the PAY.

Application Screen. Establish and USE specific criteria to prioritize candidates.

Testing (paper and pencil/online). Measure non-trainable competencies early and inexpensively but stay away from cognitive measures until later in the process.

Screening Interview. Use trained HR or other non-hiring manager to screen on non-trainable competencies.

In-Depth assessment. Use online or in-depth assessment for candidates with a high potential for success only.

Hiring Manager Interview. This interview should now focus on fit and technical skills rather than basic competency in the target position.

Data Integration. Don't forget to use all the data collected in the hiring process in making decisions.

Background and Medical. Verify. Verify. Verify.

Performance Management. The best time to address developmental areas is at the beginning of employment. Use the data from the selection system to manage performance and plan for development and succession.

Whatever your industry, PCI will make sure that your selection system is legally defensible, accurate and cost effective. For more information, please contact Dr. Al Schnur.

PCI Human Resource Consulting, Inc.
1000 RIDC Plaza, Gamma Drive, Suite 204, Pittsburgh, PA 15238
Phone: (412) 967-1130, Fax: (412) 967-9199
TOLL FREE: 1-800 392 2927

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