Why Use Assessments?

Every job from Custodian to General Manager requires an individual to have a unique skill set in order to be successful in the position.  When the qualities required for the position in question are identified in applicants and matched to the culture of your business, it puts the odds of hiring the right employee in your favor. 

Consider these benefits to using assessments:

• It’s objective, cost-effective, legal, and it works.
• Candidates are uniformly impressed that the organization takes its mission so seriously that it uses such a systematic and thorough approach to the acquisition of human resources.
• Testing significantly reduces turnover and the high costs associated with it.
• When the best-fit applicants are hired, they settle into the new position more quickly and travel the learning curve faster.
• The hiring evaluation report becomes a working document for the individual and their manager.  With the evaluation report in hand, the manager has a much clearer understanding of how to motivate, develop, and coach the new hire.
• When correctly matched to a job, individuals perform for the satisfaction of mastery and achievement.

Why Gamble with Your Resources?

Gambling is risky and in the long run not very profitable.  But many HR Personnel or Hiring Managers don't realize thats exactly what they are doing when they hire based on an application or resume alone.

Let's take a look at the following example.
You're advertising a position for an Account Representative.  There are more candidates applying for positions than ever before, and you find yourself up to your ears in resumes, each and every one filled with diverse skills and experiences. Your human resources department is small and everyone's time is precious. Oh yeah, you need the position filled yesterday!

Here's where the betting begins.  The cost of hiring, training and then losing a candidate for any reason, will vary from organization to organization, but hiring managers place these bets every single day. Most are just not aware that technology exists to assist them in making the right decisions in a time-efficient manner.

One way we can "hedge your bet" is through leveraging pre-employment assessment technology. Most every job has a job description and contained within the description are certain skills that are identified as critical contributors to the positions success.
Lets get back to the "Account Representative." The skills required by the employer involved typing speed, interpersonal communication skills, some degree of accounting and proficiency in at least two common office software applications. You're the Human Resource Manager and you will be working with the Account Manager.  The two of you happen to receive over 100 resumes on the very first week it advertised. Reviewing these even for the most basic criteria will be no small feat.
Now, you and the Account Manager have a huge candidate pool, a hiring team that is already busy, and a critical revenue-generating position that is vacant. Sound familiar?

By allowing the Central Kentucky Career Center to review these results and identify the candidates who fall within an acceptable range, your company will never be bogged down with with applications for individuals who are not qualified.  You simply choose the size of the pool of candidates you wish to interview and let us do the work for you.  At this point it becomes about selecting that candidate that fits your company’s culture.

How the Process Works

STEP 1:  Before testing ever begins the Training and Assessment Specialist and your company representative will meet to discuss the criteria for the candidates.  Once that is determined the exact assessment(s) to be issued will be selected. 

STEP 2:  Now that the assessment(s) have been identified, individuals interested in working for your company will submit an application to the Central Kentucky Career Center.  Upon submission of the completed application, the Training and Assessment Specialist will review each application to guarantee the most basic criteria (as set in STEP 1) is met.  If the applicant meets the criteria they will be given a time to take the assessment(s).  The results of the completed assessment(s) are available immediately.     

STEP 3:  If the client is within a satisfactory range on the assessment(s) their application and results will be added to the pool of candidates for your review.  These will be given to your company on a set schedule agreed on by you and the Training and Assessment Specialist, typically once per week.