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Pre-employment testing is a way to verify applicant skills before making a hiring offer. The following page deals with testing offered on NAU's Mountain Campus.
- Testing is offered through a collaboration between Human Resources and ITS at no cost to departments for their top candidates. Testing can be done before or after the interview in the ITS Offices.
- Testing should only be on software products that are used to perform essential job functions.
- Testing should only be done on products that have been listed in the job posting under Knowledge Skills and Abilities, or Required/Desired Qualifications
Be careful when listing items under Required Qualifications. In essence you are saying that the applicant must be competent in that software. By using Desired Qualifications you allow for training to take place during the probationary period.
- Tests Available:
- Typing Test
- Microsoft Excel XP - Normal User - Measures basic, intermediate and advanced skill in the application. Normal User Tests are appropriate for testing skills at a standard level. All questions pertain to commonly used functions. Generally 30 questions.
- Microsoft Excel XP - Power User - Power user tests are appropriate for testing advanced skills of a test taker and should be evaluated separately from a Normal User test. Power User tests should only be given when you want to concentrate on advanced skills. Generally 25 questions.
- Microsoft Excel XP- Whole Test - Combines both normal and power user tests generally 55 or 60 questions.
- Microsoft Access 2000
- Microsoft Outlook 2002
- Microsoft PowerPoint 2002
- Windows 2002
- Microsoft Word 2002 - Normal User - Measures basic, intermediate and advanced skill in the application. Normal User Tests are appropriate for testing skills at a standard level. All questions pertain to commonly used functions. Generally 30 questions.
- Microsoft Word 2002 - Power User - Power user tests are appropriate for testing advanced skills of a test taker and should be evaluated separately from a Normal User test. Power User tests should only be given when you want to concentrate on advanced skills. Generally 25 questions.
- Microsoft Word 2002 - Whole Test - combines both Normal and power user tests generally 55 or 60 questions
- Microsoft Project
- How to Arrange for Applicant Testing
- Applicant schedules test with ITS ISTT Team at 523-8938. Each test takes an average of 45 minutes except for typing test which average 15 minutes.
To allow time for registering and getting started you should instruct your applicant(s) to allow one hour for a software test and 30 minutes for a typing test.
- Once the applicants take the test they will be provided a printout of the test results.
- Receiving Test Results
- Test total scores are available to the job vacancy contact person immediately after the test is complete.
- Applicant scores are current for 6 months from the test date. If an applicant has taken a test within the 6-month time period for another position the department may obtain those test results from Human Resources.
- Should an applicant request a retest all scores will be made available to the department.
- Interpreting Test Scores
- Test scores should not be the sole reason for selecting an applicant. Testing should be matrixed along with the application and interview scores. This allows you to balance all the qualifications of each applicant so that your committee can make objective comparisons between applicants.
- Average test scores and interpretation of test results are listed below:
|
Test |
Average Score/Ways to interpret results |
|
Typing Test |
Average Score 48 wpm, 7mistakes |
|
Excel - Normal User |
Average Score 74% |
|
Excel - Power User |
80% or better shows firm knowledge 60%-80% shows basic knowledge of intermediate and advanced features of the program. |
|
Excel - Whole Test |
Average Score 67% |
|
Microsoft Office |
80% or better shows firm knowledge 60%-80% shows basic knowledge of intermediate and advanced features of the programs. |
|
Microsoft Access |
Average Score 84% |
|
Microsoft Outlook |
80% or better shows firm knowledge 60%-80% shows basic knowledge of intermediate and advanced features of the programs. |
|
Microsoft PowerPoint |
Average Score 71% |
|
Windows |
Average Score 84% |
|
Microsoft Word - Normal User |
Average Score 77% |
|
Microsoft Word - Power User |
80% or better shows firm knowledge 60%-80% shows basic knowledge of intermediate and advanced features of the program. |
|
Microsoft Word - Whole Test |
Average Score 58% |
- Selection committees can request a copy of the detailed test results from the applicant in order to review which questions were missed.
- Should the selection committee decide to hire an applicant with low-test scores, software training should occur early in the probationary period in order to ensure competency in the software product. Contact the ITS Solution Center for information on Training available for employees.
- Any questions on interpreting test results should be directed to Human Resources.
- Other In-House Testing Ideas
- Prepare a sample presentation for the selection committee.
- Participate in a role-play scenario on a relevant topic.
- Ask for examples of previous work.
- Provide rough text to determine editing skills.
- Problem-solve an issue critical to the position.
- Provide background information and have applicants participate in a staff meeting that attempts to solve an actual situation.
- Guidelines for In-House Testing*
- Use the same evaluators (at least three) for each test and use only job-related criteria that has been listed in the job posting.
- Testing should be documented and reviewed with HR if there are questions.
- Pre-determine what "weight" the testing results will have in the selection decision. Testing should be matrixed along with the matrixed scores and the interview scores.
- Give applicants advanced notice of the testing.
- Provide sufficient time, tools and a reasonable environment in which to take the test.
- Remember that legal issues can arise from testing. Contact HR if you have any questions.
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| Last Updated (
Thursday, 31 March 2005 ) |
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