faq

Frequently Asked Questions

My hiring staff isn't very experienced. Can you help them ask the right
questions? Sure! A lot of staff who are responsible for hiring have risen
up through the ranks. They know the job they are interviewing for, but they
are not always comfortable with the actual hiring process. Each
assessment report that would be used for "pre-hire" situations,
specifically the Step One Survey II and the Profile XT, offer specific EEOC
compliant questions that can be directly asked of the candidates, based
on the results of the assessment.

How much does it cost me to lose an employee?
The costs are calculated differently by different sources. Generally
speaking however, one must not only consider the salary of the
employee who leaves, but also include in the calculations the cost to run
an ad, the hourly cost of time needed to review applications or resumes,
the temporary worker's and/or overtime pay of current workers who are
needed to do the work of the lost employee, orientation and training
costs of the new hire, the lower productivity of the remaining employees
"stretching" to do more than their own duties, the low productivity of the
newly hired employee, along with other "hidden" costs.

Which test should we use?
Our professional staff will do an interview with you to determine what your
"People Challenges" are and which assessment tools are best suited to
provide you with the information you seek. Also, the United States
Department of Labor (USDOL) actually supports the use of a sound
testing and assessment strategy. In the white paper, Testing and
Assessment: An Employer’s Guide to Good Practices,” the USDOL
recognizes that, “employers face the challenge of attracting, developing
and retaining the best employees.” The study goes on to say that a solid
assessment strategy can “maximize chances for getting the right fit
between jobs and employees.” YOu can refer to this resource for 13
basic principles that employers should follow when considering an
assessment initiative. Go to http://www.onetcenter.
org/dl_files/empTestAsse.pdf.

Are employee assessments LEGAL?
Employers need to be aware that certain assessment tools can only be
used in a pre-hire situation. These are integrity assessments as well as
drug screens. Job fit assessments can be used both before a candidate
is offered a job as well as once they become an employee. The United
States Department of Labor actually supports and promotes the use of
assessment tools to increase the job fit and suitability between jobs and
employees.

If I use background checks, why do I need to do a pre-screen
assessment for honesty and integrity?
Background tests will tell you about any convictions a candidate has, but
NOT about their tendencies to commit criminal acts. The Step One
Survey II can tell you not only what a candidate admits doing, but also
their attitudes about certain activity including theft, drug use, "white collar
crime" including mis-use of computer time, "white lies" and misuse of
sick leave.
Wouldn't you want to KNOW that?

We already use a system for hiring. Why should we change now?
Employers often have systems in place to assure the right hires,
however, frequently, when asked, these employers say that they don't get
the results they thought they would from them. So the simple question
NEEDS to be, ARE YOU GETTING THE RESULTS YOU EXPECT from the
system in place? If the answer is "NO", it might be time to evaluate and
compare what you are using now to what HirePower Associates can offer
you.

Can I speak with some references?
We make every effort to respect the time of our clients just as you would
like HirePower Associates to do for you. It is for this reason that we
obtain written references from our current clients and do not give out their
names and numbers.

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