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Jeannie Bringas, Jessica De La Rosa,

Leslie Perdomo, Celina Polanco
 TABLE OF CONTENTS
• Background
• Goals
• Research
• What We Can Offer
• Examples
• References
 SRS COMPUTERS’ BACKGROUND
• “SRS Computers is a small, minority, female owned company. We do business
with small to fortune 500 companies.”
• “SRS Computers takes pride in bringing you the business products you need,
when you need them. Our clients receive the best service and value in the
business”
• “We guarantee that every transaction will be fast, simple, and a totally satisfying
experience for our client or we will do whatever it takes to make it right. Our
reputation is built on service, price and personal attention to our clients”
 OUR GOAL FOR SRS COMPUTERS
 Create a list of job specific skills and sales knowledge with SRS Computers
 Construct the framework for the testing process
 Develop an employee screening test based on job specific skills/knowledge
 Establish a scoring rubric for the screening test
 Provide the skills and knowledge test for organizational use
 Wesman Personnel Classification
Test
• Wesman Personnel Classification Test (PCT)
• Tests verbal reasoning and numerical skills
• It is used both for new applicants and existing employees
• The PCT is a power test and the way it is scored is by seeing how many correct
answers there were (Thomas, J. C., Barrett, G. V., & Alexander, R. A., 1999)

• The PCT focuses more on verbal reasoning and how well an employee or future
employee can reason through different analogies.

• The results help to show how ready the a person is to learn complex skills quickly and
correctly
 SHORT EMPLOYMENT TEST
• The Short Employment Testes (SET)
• Tests verbal, numerical, and clerical kills
• It is given to new applicants only
• SET is considered to be a speed test and is scored by how many correct answers
were chosen.
 It also shows how many wrong answers were given. The combinations of the
two along with how many were questions were completed are all taken into
considerations (Thomas, J. C., Barrett, G. V., & Alexander, R. A., 1996)
 Developing a computerized test of
perceptual/clerical speed
• Perceptual/Clerical Speed assessments are a specialized test to select clerical staff for
decades.
• These tests were originally formed in paper and pencil format. Due to modern office
environment involving more use of personal computers, for more accurate results it is
better to upgrade all test to a computerized version.
• By making it computerized and and timed it is able to evaluate the candidate of its
ability to : comparing pairs of numbers or names, substituting pairs of symbols from a
list or canceling particular letters on a page.
• The advantages of using this form of test for job hiring for the company include: ease
of standardization and administration, immediate and more accurate scoring, reduced
testing time, the ability to provide immediate feedback, and the ability to collect test-
taking and response latency information. ( Olsen, Maynes, Slawson & Ho, 1989)
 THURSTONE CLERICAL TEST
• Research has shown that the Thurstone Clerical Test is most satisfactory in screening
and selecting employees because it specifically tests for mental awareness.
• Thurstone Test of Mental Awareness:
 Measures individual’s ability to adapt to new situations, learn new skills and gather
an understanding of mental awareness.
 Consists of a quantitative scale (numerical and arithmetic problems) and a linguistic
scale (language and definitions).
• Because this exam is appropriate for new applicants and existing employees as well, it
can have a beneficial impact on the company consisting of hiring qualified employers
while also helping promote or delegate jobs to existing employees, thereby helping SRS
Computers grow positively as a whole.
 CLERICAL TEST
• The purpose of the Minnesota Clerical Assessment Battery is to assess the knowledge and
skills that are necessary for a number of different clerical jobs using a personal computer.
• The assessment can consist of up to 6 sections, which can take 2-4 hours to complete. The
6 sections contain the following tests:
• Typing
• Proofreading
• Filing
• Business Vocabulary
• Business Math
• Clerical Knowledge

• The assessment is easily administered and scored and is useful when screening potential
new hires for general clerical skills.
 ASSESSMENT SCREENING
• A screening process allows the company to refine the pool of applicants and
identify potential new hire candidates.
• Hiring decisions should be made based on technical skills, experience and
problem solving, and soft skills to ensure the potential new hire is right for the
job.
• An assessment system provides measurable data and a high level of accuracy for
each potential employee and sets a standard to be met for hire.
• Assessment screening assists in selecting candidates that possess the right
competencies and attributes to reduce employee turnover rates.
• This method can also be used for development purposes to maximize employee
potential and performance.
 WHAT WE CAN OFFER YOU
• All of these tests are great , especially for trying to screen new employees and even
making sure current employees are still up to date
• Knowing that these tests do work and help choose the best of the best makes us
confident that it will work with your company and hopefully help drive your sales up
as well!
• As you can see there are tons of different tests that have been made to measure skills
in particular areas so for SRS Computers we wanted to choose the best one suited for
your company.
• What we can offer you is a Clerical Skills test along with an assessment of sales
knowledge
 EXAMPLE
• Sales skills assessment:
1. Set up a few computer stations
2. Assign everyone several different emails/quotes to write up (similar to an email or quote that would be
sent on a regular basis to clients - will include basic math)
3. It would be timed and check for accuracy and speed at the end
 Example quote:
Hello (Customers Name),

Here is your quote for the following items:

iPad air 2 – (our cost + 8% = customers cost)
iMac – (quoted amount)

If you have any questions or if I can assist you with anything else please do not hesitate to contact me.

Thank you,
(Employee Signature)
 EXAMPLE (CONT.)
• Clerical assessment
• Would be something similar to the Minnesota Clerical Assessment. We would only
use three as they are more geared towards your company:
1. Typing (words per minute (WPM) and accuracy)
2. Filing (alphabetically)
 A-C, D-F, G-I, J-L,M-O, P-R,S-U,V—Z
3. Basic Math
 Addition
 Subtraction
 Multiplication
 Division
 REFERENCES
• Creative Organizational Design, Inc. - COD. (n.d.). Retrieved April 8, 2015, from
http://www.creativeorgdesign.com/tests_page.htm?id=248
• Graham-Leviss, K. (2012), A targeted hiring methodology can hit the bull's-eye in
recruiting sales professionals. Employment Relations Today, 38: 9–17. doi:
10.1002/ert.20360
• Parks, S., Barlett, A., Wickham. A., Myors, B. (2001) Developing A Computerized
Test of Perceptual/ Clerical Speed Journal of Applied Psychology 17(1), 111-124.
doi: 10.1016/S0747-5632
• The Psychological Corporation. (1987). Microsoft Word 2010 {Software}.
nreilly.asp.radford.edu/clerical%20ability%20tests.doc
• Thomas, J. C., Barrett, G. V., & Alexander, R. A. (1996). The relationship of specific
mental ability measures compared to a general mental ability measure to and
quantity performance on a clerical job sample. Journal of Business and Psychology,
11(1), 35-41, doi: 10.1007/BF02278253
 REFERENCES (CONT.)
• Thurstone, L. L. (1919). A standardized test for office clerks. Journal Of Applied
Psychology, 3(3), 248-251. doi:10.1037/h0073336