A leading provider of supply chain management solutions for the healthcare industry in Asia was looking for an effective way to quickly identify suitable job applicants.
An additional issue for the company was fierce competition between organizations for the best candidates, thereby making it crucial to identify and offer positions to suitable people in very short time frames.
The ebilities GMA-2 test battery was an obvious choice for the company:
The company has now established benchmark scores for sales, call centre & administrative positions which they use in screening new staff. To do so, current staff completed the GMA-2, and their scores were correlated with job performance data, including sales revenue. Top performers were found to score more highly on the tests than poor performers.
In a campaign to recruit trainee drivers, an international transport organization received over two thousand applications from locations around Australia. Of this group, over 1000 people met the initial selection criteria and the challenge for the consultant managing the recruitment process was to identify a much smaller group of suitable people to invite to their assessment centres.
ebilities testing enabled the company to utilise early stage screening of abilities to quickly and objectively identify the most promising candidates. The use of ebilities for pre-screening reduced the overall recruitment cycle and resulted in considerable cost efficiencies for both the consultant and the client.
A large scale campus recruitment campaign was conducted to identify fresh graduates who would be suitable for a large multinational FMCG company’s management trainee program. ebilities enabled pre-screening to be undertaken within very tight time frames, with top candidates then invited to attend interviews and assessment centres. The company has been extremely pleased with the results of the 2010 campaigns and plans to continue these in 2011.
A Government Health Department wanted screening introduced for all levels of security staff recruitment, to improve selection and impact on staff turnover and work performance. ebilities testing is undertaken at each major hospital site and forms a vital part of the recruitment process. It is conducted with shortlisted candidates prior to final interviews. The strategy has improved retention with decreased staff turnover and fewer unsatisfactory hires.
A multi-stage selection program was designed to provide an objective evaluation of thousands of applicants. The ability to make decisions under pressure and over-confidence screening were used as a critical component of the early screening process given the very serious consequences of inaccurate and over-confident decision-making in the role. ebilities allowed for objective screening and ranking of all candidates at an early stage enabling authorities to quickly identify candidates to progress to the next stage of the process and to uncover those who were potential risks in terms of their over-confident decision-making.
Multiple campaigns were conducted to source thousands of new staff members for ‘safety critical’ roles. A ‘culture fair’ screening solution was required because the applicant groups were highly multi-cultural, and individuals had diverse educational qualifications and work experiences. Testing consistently identified candidates with the ability to safely and successfully complete training and perform at a high level on the job.
A leading employer of emergency personnel needed an assessment solution which would support their equity and diversity goals. Culture fair testing was used successfully to identify applicants from varied backgrounds with the learning ability to progress through the challenging training programs. The client was presented with a State Government award for successfully increasing diversity in their workforce.