New employee testing

mlwk

We have had some entry level hiring whereby the individual hired has not had the kind of experience discussed in the interview. We were thinking about doing some basic testing and I am wondering if anyone has any examples or suggestions. The positions have been in the area of receptionist, file clerk and some clerical duties. We can give a typing test easy enough but I would like to know more about their spelling, math, proof reading and filing capabilities. Open for ideas!

System

We have used spelling and editing/proofreading tests when hiring secretarial employees. They have helped us separate the wheat from the chaff somewhat. The tests are about one page and attempt to cover some of the common words or tasks they may run across in their day to day work.

DB

I recently purchased a testing package which can cover spelling, grammar, math, data entry, 10-key skills, typing, Word & Excel software called Tapdance. The version I choose costs about $800 to load on one computer for unlimited use. You can pick from the validated tests provided or develop your own tests based on specific needs. You can probably do the spelling, grammar and math via paper forms but then you will have to score the tests instead of the program doing it. I've used it for about 15 secretary & dispatchers candidates and the only thing I don't like is the way the Word and Excel portions are graded. I regrade those tests myself. I found this program by doing internet searches on "typing test" and other related words plus there is a thread in another topic area about testing which gave me some pointers. Contact me via email if you would like more information.

System

Please send me the information on this testing software. If I can fit it into my budget for next year, I will make every attempt to do so. We have recently hired some new clerical staff who have stated they know certain software packages, but they do not, and their data entry skills are lacking. This all could have been avoided.

Gillian

The legalities revolving around testing revolve around job relatedness - that they actually measure the tasks that are performed. Off the shelf tests may not do this or do it partially, thus decisions may be made based upon a test which may not be a good measure of the tasks. Vendor statements about validity are not acceptable as to their appropriateness for your job. Validity, as a concept, is based upon the test as it measures your job, which is different from validity measured by testing a group of test takers that the vendor chooses. The issue of validity actually only comes into play if a charge of discrimination were filed against your company based on a failure to hire. It would be possible that you would be asked to demonstrate the "validity" of your test if it turns out that there is adverse impact in the use of the test against a particular group. In plain language validity means that most people who do well on the test do well on the job and those that don't, don't do well on the job and that you can demonstrate that in some way.

Now the practical advice. Look at the tasks and think of how you can find out if a person can actually do them. Put the person on the computer and see if they can use the program. Put together a filing or spelling test based upon work that you do. You can probably do this yourself without going outside to find a test, but if you do make sure that it fits your job.