pre employment screening DISCII assessment

employment center

The Employment Center
A New Applicant Attraction & Screening Process

The function of the Employment Center is to convert the time consuming and labor intensive process of moving faxed, emailed and mailed resumes and applications on paper to a totally paperless, automated process. In addition, when we build a customized Employment Center for a client company and seamlessly attach it to that company's web site, the Center adds the additional features of informing the job seeker:

  • About the company
  • Company locations with jobs available
  • Information about jobs, job requests, pay and benefits

Then, after choosing a location and job for which to apply, the job candidate answers prescreening questions that determine whether or not he or she is sufficiently qualified to be considered for that job.

Reducing Liability

In today's world, it is important and critical to "screen out" job candidates who are not qualified since most major corporations, due to government labor force reporting requirements, do not want company employment applications completed by "non qualified" job seekers. Consequently, "job specific" prescreening questions to determine whether a job candidate should be allowed to become an "applicant" is critical. The Employment Center provides the solution to this dilemma through economical and effective use of the web and PC's tied into the web, driven by business process software.

Automating Manual Processes

Currently, most employers are still using recruiters and HR staff members to manually review resumes and completed applications to determine who is qualified and who isn't. The utilization of this business process in concert with the web to perform this function makes economical sense. The Employment Center eliminates taking telephone calls and talking to people on the phone regarding whether the employer has job openings, what they are, where they're located, what they pay, etc., since this is answered on the Employment Center web site.

The Employment Center clients have evolved to the point they no longer accept resumes and applications by mail, phone or fax, not do they take job candidate calls (other than to direct people to their hiring web site). All job candidates who see the company's employment ads on web job boards, in newspapers or become aware of job openings through Workforce Commission One Stop Centers, colleges, universities, and trade schools, are directed to the company's hirin site to learn about the company, jobs, locations of jobs, and how to apply. This web based business process enables all the data that any employer might have previously had a job seeker complete on paper to be captured "paperless" on the web with instantaneous availability to worldwide through protected access.

Additional Features

The Employment Center business process contains feature offered by resume tracking systems and is being upgraded to enable the applicant, once hired, to sign back in and complete all employment records data, i.e., for taxes, insurance, benefits, etc., thus converting the entire applicant attraction and screening process and employee record keeping process into an economical, effective, paperless business process solution, reducing much of the costs associated with the human resource function.

Existing Employment Centers
The first two Employment Centers were built and became operative in the fourth quarter of 2002. Current Employment Center clients include:

  • Joseph Beth Booksellers
  • Cloverland Dairy
  • Grafco
  • New Orleans Bloodcenter
  • And many others

Benchmarking

The Employment Center also contains a proven testing module. This module allows employers the ability, via the web, to select top performers by job category, test them on our proven aptitude and behavioral tests to determine the aptitudes and behaviors they have in common, and establish this data as a model (termed benchmark) to compare applicants to in the future. The publishers also operate an industrial database of benchmarks of successful people in hundreds of jobs to which an applicant can be compared should the employer choose not to establish his own standards by job category.

Clients

Leading corporate users of our unique testing systems include General Electric, Toyota, Time Warner Cable, McGraw-Hill, Marconi, Cendant Corporation, U.S. Food Service, Spring, Federal Express, Avis, Brinks Home Security, Nextel, CitiTravel, Haverty's, ACE-America's Cash Express, Norvergence, Darr Equipment, Gemological Institute of America, InfoCision, L.D. Brinkman, the University of Phoenix, TAC Americas and Sofa Express.

Testimonials

Mercedes, Toyota and Nissan decided to put a manufacturing plant in the United States to manufacture headlights and tail lights for vehicles and airplanes. The first plant was built in Skokie, Illinois, and we provided the testing to select all the people to work in that plant regardless of job titles and levels, and for their subsequent plants. Today, North American Lighting is the world's leading producer of lighting for vehicles and aircraft in the world. They have more top production levels, the least quality problems, the highest retention rate of effective personnel and less workers' comp cost, with strong continuously increasing sales and profits. Virtually every automobile manufacturer is now a client of North American Lighting. That success has extended to Toyota, who uses the testing system to select workers at their parts distribution facilities.

One of the most successful companies in America, Universal Computer Systems, Inc., with over 2,500 employees in the United States and more in foreign countries, has been testing applicants on the Achiever Assessment System for years. Their president attributes much of their success to choosing the right people for supervision, management, sales, technology, etc., as a result of testing with our systems.

Another client, TALX, has been using this testing system for years. TALX is considered highly successful and profitable and received an award last year for being one of America's fastest growing small companies. They have about 1,100 people, and their president attributes much of their success to choosing the right people in a variety of different jobs, including top management, through our testing system.

Client Cost

  • $8,500 to build site
  • $1.00 for each jboseeker screened*
  • $250.00/month to keep site running on CRI's servers and to provide 800# job candidate site support
  • $6.00 to $95.00 testing fee for people tested on the site the employer chooses test results on

*Note: Employers view prescreening ratings to determine which job candidates to pursue with the wise employer only opening the applications (with attached resumes) of those candidates who are qualified for the job.</