 
The Challenge
A nine-hospital healthcare system wanted to ensure that its pre-employment screening system addressed
the people skills and work orientations necessary to successfully enact the organization’s Vision and
Values. The system needed to be appropriate for hiring into a broad range of jobs, from custodians to
therapists to nurses. The system also needed to provide for the efficient processing of candidates from
distant locations.
The Response
This client had previously developed an in-house “service orientation” test. Polaris Assessment Systems
worked with job experts to evaluate which of the organization’s Values were reflected in the existing test
and which needed to be addressed by additional components. Modules from the Polaris Test System were chosen
to cover the additional values, i.e., personality, attitudes and beliefs, and ability. (See Figure 1 for
the dimensions covered in the Polaris tests.)
A sample of 134 incumbents took trial tests. Statistical analyses verified that their
test scores exhibited statistically significant and very strong relationships with performance on-the-job.
Based on the validation results, the testing system was streamlined into a 35 minute test battery. A
six-month field trial was initiated in which most facilities administered the tests but did not use the
results. Statistical analysis of the field trial results confirmed the findings of the original validation
study.
For example, Figure 2 shows the steadily increasing proportions of Outstanding
employees…and steadily decreasing proportions of Weak employees…found in successively higher bands of test
scores. The follow-up study also showed that use of the tests would have reduced employee terminations by
over 90%.
Based on the success of the field study, the test was modified to create an “on-line
interview” that candidates could access from off-site computers at virtually any location. This “design of
convenience” turned out to be much friendlier than traditional testing. Computerized reporting procedures
were also created to provide interviewers with “flagged” responses to test items. This significantly
facilitated the interview process.
The Results
The on-line selection system reduced total candidate processing time, even with the addition of the testing
component. Additionally, the testing component saved interviewer time by screening out inappropriate
candidates at the same time it helped ensure that new hires were a match to the Values of the organization.
Finally, the conversion of the test into an “on-line interview” convinced both members of HR and line
management that the system could provide value and an open and friendly candidate experience.
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