Articles written by John Saterfiel on the practical use of pre-employment assessments, hiring strategy, and employment testing issues. Updated over the years based on real client questions and common misconceptions we encounter.
To Test or Not to Test
If your company interviews candidates, screens resumes, or checks references, you already have a selection procedure covered by the Uniform Guidelines. This article explains what that means, how the four-fifths rule works, and why a validated assessment is your best protection.
Read Article →Hiring Effective Salespeople
There are few challenges quite as difficult as trying to recruit an effective sales force. Because of its impact on the bottom line, selecting the right salespeople is a critical area that requires a lot of attention — and the right tools. This article walks through what actually predicts sales performance and how to identify it before the hire.
Read Article →Assessment Validity
Test validity is an objective measure that provides evidence that an assessment actually measures what it claims to measure. This article explains what validation means, why it matters for employment decisions, and what questions to ask before using any assessment tool in your hiring process.
Read Article →Assessment Reliability
Validity and reliability are two terms that go hand in hand in any discussion of pre-employment testing. Many people confuse them. This article explains the difference, why both matter, and how to evaluate whether an assessment tool can be trusted to produce consistent, dependable results.
Read Article →Legal Issues in Employment Testing
Legal trends strongly support the use of pre-employment testing — when it is done correctly. This article covers the legal landscape around employment assessments, explains the critical difference between legally defensible behavioral tools and problematic psychological tests, and discusses negligent hiring liability.
Read Article →Making Reference Checks Count
Most reference checks yield almost nothing of value. Dates of employment, position held, and occasionally “she was a great employee.” This article explains how to get more out of the reference check process and how pre-employment assessments can make your reference conversations more targeted and effective.
Read Article →The Problems With Interviews
Interviews feel fair and thorough. But research consistently shows they are far less predictive of job performance than most hiring managers believe. This article looks at the limitations of the interview process and explains how pre-employment assessments address those limitations without replacing the interview.
Read Article →Is Employment Testing Risky Business?
The EEOC has always promoted objectivity in the employee selection process. This article addresses the common concern that using assessments creates legal exposure — and explains why the opposite is actually true when assessments are validated, job-related, and applied consistently.
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