Personnel Testing Speaker: Kim Martin

-Personality testing used at Loyola, but not for hiring

-Hard skills test is the 10-key test

-Testing mostly for higher end users

-Job interview gives you top 15% of employee, testing adds 5% more

-Testing is good to assess hard skills, a person may do well in an interview but you don’t know about their skills

-Myers Briggs test is used after a person is hired to determine an employee’s personality. This helps determine what kind training will be best for the person. Also helps in case there might be some kind of personality conflict.

-HR screens resumes to make sure that they meet minimum requirements. They don’t interview potential candidates, interviews done by division that is looking for the new employee.

-Gender differences = 80% of administrative assistants at LMU are female, most skilled craft employees are male

-Exempt employees

·        Exempt employees are professionals

·        Don’t have a supervisor, work on their own

·        No set hours

-Three keys

·        Skills

·         Knowledge

·         Ability

-Tips for resume:

• No more than one page
• Use key words like manage, facilitate, creative, developed
• Proofread resume
•  Make sure format is correct

-Top questions in an interview:

·        What’s the biggest mistake you’ve made?

·         What’s your biggest accomplishment?

·        What are your weaknesses, and how do you deal with them?

-Pros of HR= variety (HR consultants do training, recruitments, employee relations, and benefits)

-For upward mobility in HR management it depends where you work. Small places do not have many job openings/great benefits, so there isn’t much room for growth.