Build your own testing program with as much or as little help as you need.
Register or contact us directly at 630.574.5100
Register. Select and Purchase Tests. Use Tests. It's that easy.
Registering to use ROI Assessments is easy and obligates you to nothing. The steps to actually using the system are listed below. We have taken the cumbersome parts of using paper-and-pencil tests away, and give you many choices in what tests to use. The most difficult part will be to make sure that you plan and implement your testing program for maximum effectiveness and minimal hassle. The next section describes the steps to Registering and using ROI Assessments. The section after that goes into some detail on how to plan and implement your ROI Assessment testing program.
To become a registered user, just click on the Register box on the right side of any page. You will be taken out of this site to a registration page (so don’t forget to bookmark this site.) You will fill out a form describing your history, education and experience with testing. Don’t be intimidated by this. This will help us decide how much assistance you might need in setting up your program. You will receive an email with an Administrative ID number and contact information from our setup staff.
A ROI Assessments staff member will walk you through how to buy, manage, and deliver tests, as well as how to retrieve test results for your account. We are available via phone and email other times to help solve any usage or technical problems you may experience. That's all there is to becoming a registered test administrator at ROI Assessments.
Testing programs can provide substantial value to the hiring process, but they must be implemented appropriately. Poorly designed testing can not only lead to poor hiring, but can increase your exposure to legal challenges. For both reasons, following a systematic approach is important. the following section describes the steps to implementing sound testing practices.
Implementing a sound testing process is more than just picking a test. While using an appropriate test is important, using it well is critical. Our library of over 250 different tests making choosing easy. We don't push a single test or test battery. Our goal is to help organizations find what works for them, and then to use it wisely. A sound decision process for choosing a test coupled with clear practices for use will not only result in good human resource decisions, it will help to ensure compliance with legal guidelines relevant to testing. Key steps to achieving quality testing practices are:
Testing is often beneficial when there are high volumes of individuals to make decisions about, when there is high turnover, or when the consequences of making a poor decision are potentially very negative. Another consideration is assessing the size of your potential test population. If an organization makes decisions about only a few people a year, testing may not be cost effective. It depends on the costs of poor performance, turnover and other negative decision outcomes for those few instances.
Employers should gather systematic information on the knowledge, skills, abilities and other characteristics required for a given position and which are the most important to success. Not all key requirements will be easy to measure or should all be measured via testing; however, employers should ensure that any requirements that are assessed are important ones. In addition to job requirements, employers may go even further to define requirements as related to the organization's values and purpose.
Review the key job requirements and determine the best means of assessing these. This determination will be based on whether a requirement can easily be evaluated by a test, whether a test exists for a requirement, whether a cost effective means of evaluation is available, or whether available tests have demonstrated effectiveness. This is where professional help can be of great value since I-O psychologists know the pros and cons of different kinds of tests or different purposes. ROI Assessments can offer guidance on this decision.
Investigate various tests and look for those that measure the characteristics or requirements you have decided upon. Investigate the Reliablity and the Validity of the tests. Reliability refers to the consistency of test results. Validity refers to whether the inferences made on the basis of a test score are correct. This is called “Test Validation” and it’s a crucial step in making sure that a test does what it claims to do. Most well-developed tests have been validated as part of their development. In some cases, you may want to validate the test for use in your own organization. If you have a large number of people performing the job for which you will be screening, then a local validation study both ensures that the test will benefit you, and adds a layer of protection in the event of any legal challenge. Not all organizations have enough people to conduct such a study. Government standards take this into account and provide that such companies can use the test publishers own study, and their own job analysis to justify the use of the test. In addition to looking at validity, you should look to see if the test come with Norms against which you can compare your candidate’s scores? Some tests build this right into the feedback they provide, others have you compare your score to tables in their documentation. You should understand how the scores you get stack up to other groups of people. All the tests offered on ROI Assessments have passed a quality review to ensure an acceptable level of soundness in their development.
When you are ready to implement the test, decisions need to be made as to who will administer tests and review the results. Depending on your particular organization, this may be a highly centralized activity, with few people involved. If your organization is geographically dispersed, there may be individuals at each location in charge of managing the testing. One of the great values of web-based testing is the ease with which they can be delivered anywhere. This is also one of the potential weaknesses. It is important that there are clear policies around who manages and has access to the testing tools. Make sure that the people who administer, score, and evaluate test results are appropriately trained. Knowledge of the ROI Assessment system will be required as will clear business rules around how to use test scores in decision-making. Accurate record keeping of test scores and decisions made about individuals is typically a legal requirement, and is a necessity if one wishes to evaluate the effectiveness of the testing program. Testing procedures should be consistent for all individuals for which the test is being used. Policies should be developed and articulated regarding issues such as proper administration conditions, retest intervals, eligibility for testing, access to test scores, and other procedural issues. Because tests may be the basis for decisions about individuals or may contribute to making employment decisions, careful thought should go into how test results are used. For example, test scores might be used in a pass/fail manner or combined with other information. Test results might be used to set up score ranges indicating likelihood of individual success on the job.
When possible, employers should attempt to gather information to evaluate the effectiveness of the testing program. This may be difficult to do with any accuracy if the test is used with only small numbers of individuals, the test is used in a highly restrictive manner (i.e., few individuals obtain a positive decision outcome after testing), or the outcome desired from testing is not easy to assess in a short time period.
Testing programs can provide substantial value to the hiring process, but they must be implemented appropriately. Poorly designed testing can not only lead to poor hiring, but can increase your exposure to legal challenges. For both reasons, following a systematic approach is important.