1: Quick Start Needed for Large Scale Hiring
2: Streamlining the Assessment in a High Turnover Industry
3: Customizing a Testing Solution for Key Senior Managers
4: Setting the Ideal Cut-Off Score
5: Solving the “Revolving Door of Turnover”
6: New Company Owners Want to Know “Is It Working?”
7: Plant Re-Opening Which Former Employees to Re-Hire?
8: Testing for Convenience Store Managers Produces Large ROI
9: Client Requests Validation Study |
4: Setting the Ideal Cut-Off Score
Industry: Manufacturing
Business Challenge: A large manufacturing company wanted to establish a cut-off score for entry-level workers that would “weed-out” the bad apples, but still allow enough “passes” to meet ongoing hiring heeds.
RA Solution: RA worked closely with the Human Resources department to implement a new and revised testing program with a cut score that reflected the company's preferences. Test scores from several hundred previous applicants were analyzed to evaluate the score distribution. Discussions were held with company managers to establish the target hiring ratio that balanced the company's needs to bring in the right mix of talent in a specific period of time, balanced with the costs of recruiting. They wanted the testing program to weed out people with the lowest chance of success – roughly the bottom 25% of the applicant pool. That goal, plus empirical evidence from the previous applicants’ scores provided the information on which Resource Associates could establish a cut-off score to produce the desired pass rate on the test battery.
Results: The process was handled smoothly and it less than a month complete. Over the next several years, the cutoff score formula that Resource Associates put in place labeled the applicants as either pass or fail, and the resulting pass rate met the goal of 75% pass 25% fail almost exactly.
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