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Human Resources Center

The fit between prospective employees and the organization, in terms of organization's nature, culture, job requirements and the existing team to large extent defines how successful and productive the new hire and the organization overall will be. Further, a better understanding of candidate’s personality traits, motivation factors, work behavior, preferred activities, allows the managers to provide the prospective employee with a higher level of job satisfaction, motivation and career development path.

For increasing numbers of small business owners, a "gut feeling" about a job candidate just isn't enough anymore. There are too many ways for a new hire to go wrong, and excessive job turnover is too expensive for a small operation to absorb. One way to check your "gut" is to put pre-employment testing to work for your business.

Once the exclusive realm of big business HR departments, pre-employment testing now is available to smaller companies and affordable as well. And testing has won converts as an accurate predictor of actual job performance. In fact, our testing procedures claim a success rate four times higher than traditional job interviews alone. Testing is considered fair and appropriate because professionally-prepared tests are impartial and not subject to the preconceptions of a job interviewer. And testing gives all applicants an equal opportunity.


Screening & Selection

Selecting from the widest possible choice of candidates can be a time-consuming process - and deploying tools to identify the high performers of tomorrow from the potentially costly low-performers is a key task in effective recruiting. Our e-Recruitment solution offers a vast amount of expertise, functionality and best practice around screening incoming candidates. Not only is it focused on preemptively gearing the recruiter and line-manager to look at most qualified candidates. It also ensures a higher conversion rate of interested candidates to applications by making the whole screening and selection process more tailored and job-specific.

What should you expect?

  • Ability to screen candidates using smart technology
    • Whether candidates submit their applications using an online application form, through a job board or through your internal career site, the candidates are screened and automatically ranked on specific qualities and skills.
  • Automatic scanning for exceptional talent
    • Not having a relevant vacancy should not mean missing good candidates. You can set up automated queries to scan each enquiry for a specific profile, generating an automated notification when a candidate fitting your profile applies.
  • Screening questions
    • The screening module allows you to predefine the criteria for automatically rejecting unqualified applicants. For example, you might want to automatically exclude all those without a working permit.
  • Categorizing questions
    • Rather than exclude applications, you can rank them by points based on answers given to specific questions. This allows you to priorities the most suitable applications.
  • Integration of 3rd party assessment tools
    • You may choose to increase the predictability of your screening and selection process by integrating market-leading tests and assessment tools from 3rd party test vendors to help make more objective hiring decisions.
  • Automated profiling and Talent Pool creation
    • Once you have built your talent pool searching within this invaluable resource will become your first step in uncovering talent for new opportunities. Our solution ensures that information from interviews and assessments are automatically added to the candidate's profile, providing you with an even wider criteria base for screening when searching in the talent pool.
  • Weighted Scoring
    • Virtual Psychology's e-Recruitment solutions give you the ability to weigh questions with a score, based on responses, which allows the recruiter to assess applicants at a glance.

Screening is the key function that allows organizations to move from focusing on quantity to a smaller more qualified pool of applicants.

Each step, from candidate application through to hiring, is supported by a flexible workflow framework with supporting e-mail communication. Recruiters select the next steps from a list of possible steps to create dynamic recruitment workflows without being restricted to predefined sequences. Communication can be addressed to individual candidates or to groups with personalized addresses for each member.

On their personalized dashboard, recruiters and line managers can see and manage - at a glance - all positions, applications and interviews that are relevant to them and for which they are authorized to perform specific tasks and interact in the recruitment process. They can view their job postings, view registered candidates, approve vacancies and add interview feedback.

The free text search can screen CV documents and/or fielded data and status within the hiring process. Recruiters can set up searches and save them in the system for reuse and automatic execution. When a new candidate who matches the predefined search enters the database, the system automatically notifies the recruiter who saved the search. Matching candidates are attached to the search and can be easily managed.

Duplication detection allows you to set different criteria (e. g. name, mail address, zip/post code) to eliminate duplicate applications and maintain the quality of the database.

The innovative Interview Manager tool enables recruiters to create, edit and manage interview scheduling. The system sends an e-mail notification to all relevant contacts (recruiting team or interviewer) confirming interview details which is subsequently followed by a reminder nearer the date to reduce the number of no shows.


Employment Tests Portfolio

Finding the right employees for you business can be tough. Resumes can be embellished, job seekers can flat-out lie and a charming personality can distract you from the candidate's competence. Using aptitude tests for job interviews can help you weed out the bad apples and find the right candidate for the job.

Using job placement tests is becoming standard practice for many employers, and for good reason. They can help you figure out if your candidate is the right person for the job or if you need to ask more questions.

Virtual Psychology comprehensive employment test portfolio includes assessments designed by leading experts in psychology, statistics, and psychometrics. Find out more about Virtual Psychology suite of employment tests to see if it has the aptitude, personality, behavior, and basic skills tests that meets your organization's pre-employment testing needs.

You can use variety of job tests to:

Use career tests to discover an employee's potential. A pre-employment aptitude test can help determine an employee's ability to learn and apply information, think on their feet and solve problems.
Use job tests to find out about an employee's personality. In many jobs, an employee's personality is key to his or her success. However, determining personality traits during a stressful interview can be tough. Career aptitude tests that focus on personality characteristics will help you figure out if the candidate is a right fit for the job.
Use our online job aptitude test to determine a candidate's skill level. It isn't enough these days to have candidates say that they are proficient at certain skills. There are several options for employers to test the candidates for an accurate measurement.
Reduce high turnover rates by helping to pinpoint the candidate with the best potential for the specific job according to job requirements.
 Measure a job-seeker's actual experience and knowledge in a specific field with specific job skills aptitude tests.


Employment Aptitude Tests:
Generally, cognitive aptitude, sometimes called general intelligence, is the single most accurate predictor of employee success. Virtual Psychology's employment aptitude tests provide you with a rapid and precise way of measuring the abilities required to succeed in nearly every occupation.

Research shows that cognitive aptitude tests are the best predictor of job success: twice as predictive as job interviews, three times as predictive as experience, and four times as predictive as education level.




Source: Heneman and Judge, Staffing Organizations, 2002.

Employment Personality Tests:
Employment personality tests are a valuable tool for gaining insights into the interaction style, character traits, and behavioral patterns of individuals, and are designed to assess the aspects of a person's personality that remain stable throughout an individual's lifetime. Properly designed personality tests are therefore meant to pinpoint permanent personality "traits" (for example, an individual's level of extroversion) rather than temporary "states," (for example, an individual's current level of anger.)

When given to prospective or current employees, personality tests are intended to describe aspects of an individual's character that are relevant to their job performance. Research has generally shown that personality tests can be especially useful in predicting job performance in those jobs that require frequent social interaction (with other employees, the public, or customers.)

Skills Tests:
Skills tests measure basic competencies that are typically associated with essential work activities for a wide variety of jobs. They are designed to determine whether or not an individual has the requisite level of skill required to effectively perform at a job that will require the frequent use of the skills in question.

Our team has designed and launched several enterprise-class online testing systems for third party organizations and their content. Let us Web-enable your tests or surveys with our reliable and easy-to use online platform, or even let us customize a testing platform for your own workflows and content.

Skill-Test Essentials is an online suite of basic skills assessments designed to measure the essential workplace
 competencies that today's employers view as the key to career success, including Microsoft Office, computer literacy, and basic grammar, math, spelling and vocabulary skills. Skill assessments only tell you part of the story. Now you can measure an individual's attitudes, aptitudes and characteristics to determine whether your candidate is a good fit for the job and for the organization.

Create your own tests battery:
Our Test Driver feature allows your organization to generate your own proprietary tests. With our advanced and dynamic test customization capability, a test administrator can create tests that combine questions from any Virtual Psychology test database into a single test. The Virtual Psychology Test Driver gives you the capability to create your own tests on any subject, using any number of multiple-choice, true-false, and fill-in-the-blank questions. Questions and answers can be of any length, and questions can include text and graphics.


Evaluating Employee Performance

Employee evaluations are a vital tool to tracking employees’ work. Reviewing your employees and conducting employee performance appraisals is an ongoing task. Conducting a fair and accurate employee performance review begins with tracking employee behaviors and patterns – good and bad. The way in which a performance appraisal is delivered has a direct effect on how the employee takes your feedback; as such, your employee evaluations should be tactful, accurate and objective.

Here are the top considerations for employee performance appraisals:

  1. Create a performance review policy designed to motivate your employees and keep them on the right track.
  2. Employee performance appraisals are the perfect opportunity to set and assess the employee’s workplace goals.
  3. Employee evaluations allow you to reward good behavior and develop a performance improvement plan for those who need it.

Virtual Psychology HR Center offers easy-to-use Web-based solutions and software for evaluating employee performance. It provides online employee evaluation forms and software that work for companies of any size. Our  Manager's Edition product is great for managing reviews of 1 to 25 employees. It's easy to set up and lets you create flexible, professional reviews quickly. Manager-Assistant is employee performance software that can help you automate, monitor and track employee reviews, evaluations and appraisals.

Virtual Psychology HR Center is Web-based employee review software that can be customized for businesses of any size. The center was designed by HR professionals to help small to mid-sized companies streamline and improve employee performance reviews. It also provides platform to help you custom-design an appraisal process, and to write your own employee evaluation procedures.

Gather information for employee performance appraisals with 360-degree employee reviews. A recent trend in performance appraisals is the 360-degree employee review, in which input from the employee's coworkers, the employee himself and other relevant sources are all taken into account for an all-around employee evaluation. The confidential, ongoing employee performance reviews at Virtual Psychology HR Center cover 70 job skills, eight major skill clusters and 18 skill groups. It provides 360 management software solutions and helps the small and medium business owner write professional performance reviews.

Use employee performance management software for employee reviews. Help your employees design and reach professional goals that are in keeping with company goals using software for employee reviews. Our HR solution helps you align, track and measure employee performance goals and complete training and development plans. VP web-based software helps with performance appraisals and goal setting for individual employees.

Have the proper forms for conducting employee reviews. Keep written records of employee performance reviews. You may need to refer back to those records to evaluate an employee's progress, or you may need them for legal purposes. Virtual Psychology HR Center takes the hassle out of creating performance appraisal forms by offering 10 different types of forms written by HR execs.

 

Tips & Tactics

Helpful advice for making the most of employee assessment procedures.

  • During a performance appraisal, it is your job to fairly assess a person's workplace behaviors - not the person.

  • Performance appraisals should be delivered in a calm, unhurried atmosphere so both you and your employee can focus on the employee review.

  • Be specific in employee reviews. Instead of saying, 'Your cash drawer is always off,' try, 'Last week, your cash drawer was off by more than $10.00 on Tuesday, Wednesday, and Friday.' That's objective fact - not a subjective criticism.

  • Performance appraisals are not a substitute for spontaneous, positive feedback or kudos. Don't wait until employee reviews are scheduled six months after the fact to applaud an employee's quick-thinking or to address a problem.

  • Find an employee performance review solution that you can customize to fit your needs.

  • Put the formal employee performance review in writing, and ask the employee to sign it once the performance appraisal has been completed.

 
 
 
 
 

 

 
 

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