Tim Hebert
Management Services Committee Member
A&W Electric, Inc.
The results are in from the Management Services Committee’s Pre-hire Assessment Management Pulse Survey. The overall turnout was fantastic at 158 responses. Thank you to EASA members for your feedback.
Of those surveyed, 38% of respondents use outside assessments as part of the interview process (Q1) while 60% do not when assessing issues like personality style or learning style. Of those who use outside assessments, 44% utilize outside products such as DISC or Myers-Briggs to gauge whether the applicant's learning style or personality traits fit their company’s culture (Q2).
Almost 70% of those who responded utilize internal assessment tools to test for communication skills, math skills, analytical and comprehension skills (Q3); conversely, 25% of respondents utilize an outside resource for those assessments (Q4). Of those who utilize an outside resource for these assessments, the most commonly used resource is Indeed Assessments. Others mentioned were Resource Associates and the University of Manchester. While this survey did not ask respondents to rate these services, it does inform EASA members that there are resources available.
Based on survey responses, the most common assessment utilized is a hands-on technical assessment reported as being used by 54.9% of the 38% who do utilize assessments (Q6). While the task respondents ask candidates to complete is based on the job for which the candidate is applying, common responses included disassembly of a motor, wiring in a motor starter and indicating a motor end bell in a lathe. Some responses indicated respondents had candidates work through several roles throughout the service center.
Observations
I find it interesting that the hands-on assessments were specifically tied to the technical roles and did not include administrative, sales or accounting roles. In fact, that is how I operate at my company. That may be an area EASA members can improve upon by expanding hands-on assessments or role-play exercises to sales and administrative roles such as customer service or accounting.
I also found it interesting that 62% of us do not utilize any type of assessment outside of a traditional interview process. While not specifically asked, there was mention of references listed on the application as a big part of the selection process.
While there are resources to assist EASA members in determining whether candidates are a good fit for an existing team (e.g., have the right personality to work in a fast-paced and challenging environment, have adequate technical capabilities and are likely to remain in that role), many of us continue to “go it alone.”
My eyes have been opened to some of the resources available to me to help better select future team members. I cannot think of a more critical task that an owner or manager has than to help select the team members that will drive a company's success. I am anxious to research some of these resources (and maybe even others) to see if I can sharpen my use of assessments to better select new team members. I hope you found the survey helpful as well.
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