Case Studies
SACS at Work
Investing in Employment Screening for Faster, Smarter Selection
Gains were adding up fast for one of the nation's largest independent money managers. The growth forecast included an employee surge from 1,000 to over 3,000 within a two-year period. Managers responsible for hiring arrived at a common conclusion: they needed to improve the speed, consistency and quality of their selection process, particularly for their call center - where most of the positions would open.The company turned to Select Assessment for Customer Service (SACS) for a proven employment screening solution.
After conducting an empirical validation study in the company, Select demonstrated that SACS was an extremely accurate predictor of performance for the call center positions. In fact, the correlation between the overall SACS score and job performance within the organization was r=.60. This figure is three times as accurate as most interviews.
Forecasts for Success Were Right on the Money
Estimates for effectively assessing a candidate's ability appeared to be on target. Within the first nine months of implementing SACS' call center software, hiring managers watched the dividends of their precise pre employment testing multiply. Specifically:- SACS helped the company hire better people. Using an automated tool for employment screening boosted the managers' collective confidence that they were making more accurate hiring decisions. How? Each class of new hires displayed the abilities to learn their jobs quickly as well as the desire/job fit to stay on board well beyond training.
- SACS enabled faster hiring decisions. SACS' assessment reports and custom profiles provided specific job performance information on each candidate. Presenting competency scores and final assessment scores in an easy-to-read format allowed managers to quickly see each candidate's strengths and areas of opportunity.
- SACS was perceived as fair. Candidates noticed the direct link between the items on their SACS' pre employment testing and the call center positions they were applying for. This link created an important perception of fairness within the company's selection system.
- SACS was legally defensible. Managers enjoyed greater peace of mind knowing the competencies measured by SACS were closely related to the call center jobs. They were also reassured by the fact that the results correlated directly with those found in Select's initial validation study.
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