REASONS FOR PRE - EMPLOYMENT ASSESSMENTS 9.8 million jobs are projected to be created from 2014-2024 Bureau of Labor Statistics 74% of the workforce were open to making a move for a job in 2016 Jobvite 60% of job seekers stopped filling out a job application because the process was too long Officevibe

1. PRE-EMPLOYMENT ASSESSMENT
AND
ASSESSMENT FOR PROMOTION
Rex Gatto, Ph.D.
Gatto Associates, LLC
www.rexgatto.com
412-344-2277

2. Assessment Process Fit First and Gatto
¨ Employer completes an online skill-based screener
identifying level of skill needed to fulfill job
responsibilities
¨ Job seeker completes an online skill-based screener
identifying his/her level of skills
¨ Comparison is made to see the likely hood of success for
this candidate based on the job responsibilities
¨ Present or future employee completes an online self-
assessment screener identifying his/her present skill-set

3. Types of Assessments used by Gatto
¨ Aptitude - knowledge ability to apply skills (math
language typing and reason
¨ Cognitive Ability – analyze/solve problems and draw
conclusions: potential to learn and think
¨ Personality – characteristics/job fit
¨ Integrity – honesty attitude toward theft, drugs, etc.
administer equally to all candidates
¨ Psycho-motor – coordination and manual dexterity
¨ Physical – capabilities (lifting)

4. REASONS FOR PRE-EMPLOYMENT ASSESSMENTS
¨ 9.8 million jobs are projected to be created from
2014-2024 Bureau of Labor Statistics
¨ 74% of the workforce were open to making a move
for a job in 2016 Jobvite
¨ 60% of job seekers stopped filling out a job
application because the process was too long
Officevibe

5. WHAT EMPLOYERS NEED TO KNOW

6. What YOU need to Know
¨ When a company prepares to
purchase an expensive piece of
equipment, many hours are spent
calculating the asset value, cost,
budget implications and utilization
¨ What comparisons are made to
other types of similar equipment?

7. What YOU need to Know Con’t
Unfortunately, the same precise analysis is not done when
an employee is hired, even though the expectation is that
the employee will spend years with the company
¨ Absenteeism costs employers $757 per employee per year
CDC Foundation

8. PAST vs TODAY'S ASSESSMENT PRACTICES
In the past, employers based hiring decisions on the following:
¨ Résumés
¨ References
¨ Interviews
Using these practices, the probability of selecting the right
employee is as follows:
¨ Résumés ?
¨ Interviewing
¨ Reference checking

9. ASSESSMENT PRACTICES
Using assessment data, the probability of selecting the right
employee is as follows
¨ Assessing behavioral traits - 38%
¨ Assessing behavioral traits AND thinking abilities - 54%
¨ Assessing behavioral traits AND thinking abilities AND
occupational interests – 66%
SHRM
Using a combination of assessments can improve your chances
of selecting the right employee by 40%!

10. THE HIRING/PROMOTION PROCESS
Ø To put the right person in the right job
Ø We provide our clients with the skill based assessment and
coaching to ensure new hires or promoted employees receive
the needed training or coaching to be successful
Ø To give managers insight into employee characteristics and
styles can save months of figuring it out vs. creating an Action
Plan for Success
Ø The key to success is to place people into positions where they
will succeed

11. IDENTIFYING THE BEST EMPLOYEES
Employee characteristics
Qualities that relate to job responsibilities
culture and tasks
Work-related and People-related skills
Identify the best employees (top performers) and assess their
strengths (What do they do right?).

12. ASPECTS OF THE EMPLOYEE ASSESSEMENTS
An employee assessment is designed
specifically for establishing an
overview of employee characteristics,
styles, and learning processes in
relation to the job responsibilities.
Assessments measure mental abilities,
interests, motivation, behavioral traits,
and social interaction

13. OUTCOMES FROM ASSESSMENT USAGE
¨ Reduction in employee complaints
¨ Increase in employee efficiency and productivity
¨ Reduction in employee relationship problems and
teamwork
¨ Reduction in job stress and tension
¨ Reduction in overall human resources expenses

14. ASSESSMENTS FOR FIT FIRST JOBS
¨ JOB SEEKERS REGISTER
¨ EMPLOYERS REGISTER & POST JOBS
Gatto Associates in Conjunction with The Fit First Approach
¨ Use skill-based assessments that will identify skills performance, outlined in
the Employers Register
¨ We coach each employee by completing a specific Action Plan for Success to
ensure implementation of needed skills, address work-related issues, team
building process, and leadership actions to confirm success
¨ We use the latest assessments that will support job performance success
coordinated with coaching