Tests

Testing solutions help organizations identify who is well-suited for a job, whether that person is an external candidate applying for a job or an internal candidate who may be promoted from within. Tests vary greatly in what they measure and how they measure it, and deciding which tests are most appropriate for a specific job in a particular context can be complex. Valtera consultants can help guide you through the process of selecting tests to fit your organization’s hiring needs.

• Pre-employment tests
• Certification tests
• Off-the-shelf tests
• Custom-designed tests

Pre-employment Tests

Valtera specializes in pre-employment test design, development, and validation. Custom tests are tailored to meet the needs of a specific position within a specific organization, making them excellent predictors of success on the job. Selection tests can be available in an online, unproctored setting to candidates all across the globe, or may be delivered using an online or paper and pencil format in a controlled, proctored setting at your organization or ours.

If you do not require a custom selection test, please read "Off-the-Shelf Tests" on this page to learn about standard tests offered by Valtera.

Certification Tests

Valtera test design services include the development and validation of custom certification tests for any content domain. Valtera's online testing platform, SelectionSage®, supports high-stakes testing, including certification testing, in a proctored environment. SelectionSage® offers a level of security that exceeds most other platforms.

Off-the-Shelf Tests

Valtera offers selection tests and test batteries that evaluate a variety of general skills, abilities, and worker characteristics. Valtera also offers selection tests and test batteries that assess skills and abilities specific to a position or industry.

• Workplace Attitude and Behavior Inventory
• Mechanical Aptitude Assessment
• First Line Supervisor Battery
• Bank Teller Assessment
• Customer Service Battery
• Sales Battery
• General Skills Tests
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Workplace Attitude and Behavior Inventory

The Workplace Attitude and Behavior Inventory (WABI) measures personal characteristics and work styles related to safety orientation and compliance with safe work practices and rules. It also provides for assessment of workers’ team orientation focusing on working effectively as part of both formal and informal teams. For jobs that require vehicle operation, the assessment also includes a scale for safe driving behavior. The assessment has been used in mid- to large-sized companies across multiple industries and countries.

The WABI has undergone a number of large-scale validation studies and has been successful in increasing the probability of hiring safe and effective employees. Research with clients has shown significant reductions in accidents, injuries, and turnover when the assessment is implemented in an organization. Decreasing the number of workplace accidents and injuries can result in significant cost savings to your organization.

Mechanical Aptitude Assessment

The Mechanical Aptitude Assessment (MAA) identifies applicants who are more likely to perform successfully in jobs that require the ability to use and repair mechanical and process systems, such as plant operator, machine operator, utility worker, process technician, mechanic/machinist, electrician, and other craft and repair jobs. The assessment has been used in mid- to large-sized companies across multiple industries and countries.

Based on several large-scale validation studies, the MAA increases the probability of hiring employees with a basic level of mechanical ability, who are more likely to use proper tools and equipment for work tasks, more likely to diagnose equipment problems and less likely to attempt dangerous or costly actions that should be performed by a trained mechanic. Screening out applicants who do not understand basic equipment operations and processes can result in significant cost savings to your organization.

First Line Supervisor Battery

The First-Line Supervisor (FLS) Battery identifies individuals who are likely to be successful supervisors in a variety of organizational settings. The FLS Battery measures the skills and abilities that are required to perform supervisory tasks such as planning and organizing the work of employees, monitoring work to ensure accomplishment of short- and long-term objectives, hiring employees to staff the organization appropriately, developing and monitoring budgets, coaching employees and providing feedback, motivating employees, and maintaining morale. These skills include cognitive abilities such as critical thinking, problem solving, and the quick acquisition of new knowledge; personality characteristics related to work environments, such as responsibility and conscientiousness; interpersonal skills; and management skills including planning, organizing and prioritizing.

The FLS Battery has been validated and used to hire first line supervisors in several settings. Research indicates that candidates with higher scores on the FLS Battery are likely to be rated as more effective supervisors. An organization with better supervisors is more likely to have positive outcomes such as higher levels of productivity, fewer errors, and lower turnover.

Bank Teller Battery

The Bank Teller (BT) Battery identifies individuals who are likely to be successful employees and who will remain on the job for longer periods of time. The BT Battery measures skills and abilities that are necessary to perform tasks associated with teller jobs such as interacting with customers, handling money, and balancing cash drawers. These skills and abilities include service orientation, interpersonal skills, detail orientation, math skills, and problem solving skills.

The BT Battery has been successfully validated for use in selecting tellers. Tellers with higher scores are fast and accurate as they respond to customer requests and create a customer-focused atmosphere. Tellers who remain on the job provide significant cost savings associated with replacement hiring and training.

Customer Service Battery

The Customer Service (CS) Battery identifies individuals who are likely to be successful customer service representatives and to remain on the job for longer periods of time. Tasks such as communicating with customers, tracking customer orders, responding to customer questions, solving customer problems, and providing information to other employees are critical for success in many customer service representative positions. The CS Battery measures the skills and abilities necessary to be successful at these tasks, including service orientation, interpersonal skills, and cognitive abilities such as mathematical, problem solving, planning and organizing.

Sales Battery

The Sales Battery identifies individuals who are likely to be high-performing sales employees who must be proficient in identifying customer needs, communicating persuasively with customers, responding to customer questions, and following up with customers to ensure they are satisfied. To be successful, employees in sales positions need a variety of skills and abilities including personality characteristics such as service orientation and interpersonal skills, and cognitive abilities such as reasoning, problem solving, and decision-making skills.

Valtera’s Sales Battery has been validated and used in several organizations to select salespeople. This battery will help identify individuals who have the skills and abilities to be effective in sales roles.

General Skills Tests

In addition, we offer off-the-shelf tests that may be used alone or in combination with other tests, simulations, or interviews to create a battery tailored to a client’s specific setting and needs.