General
System Administration
Technical and Legal Issues
Polaris Tests
Interviews
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We are currently compiling a list of Frequently Asked
Questions to be posted in the near future.
If you have a question, please feel free to send us your question.
General
- What job titles does Polaris have tests for, and at what levels?
Polaris can use its standard item clusters to tailor tests to most entry-level jobs.
In addition, generic customer contact tests are available that can be implemented without further validation,
under most circumstances.
As a part of our normal business progression we have planned to make other tests available that can be
implemented without the need to conduct criterion-related validation.
- What type of front-end analysis needs to be conducted before implementing the tests?
Our standard job analysis consists of a small number of telephone or in-person
interviews with job experts. This is followed by the collection of job requirement ratings from a focused
group of individuals who are closely familiar with the job(s).
Currently, criterion-related validation also needs to be conducted in most (but not all) circumstances.
To discuss your specific situation and to determine whether this is necessary or desirable for your
organization, please contact us.
- We have a company competency model that we spent a lot of time and effort developing. Can Polaris match its system to our model?
Yes, in most cases. Polaris organizes its items in “clusters” that can be
grouped to match a broad range of competency and feedback models. This allows the Polaris system to be
integrated seamlessly with existing competency models and interview systems. (See Selection Testing System
for further details on this.)
- How much does it cost to implement the Polaris tests?
Polaris has a number of pricing options which are described in
the Pricing section of the website. A key underlying competitive advantage of
Polaris is our low overhead. It allows us to provide systems at prices that are usually less than half the
prices of our major competitors. And the low price is provided without compromise on quality or effectiveness.
- How quickly can we implement the Polaris system?
As soon as you need it, in many cases that means immediately. At the extreme, within a
couple of months. To be more specific regarding your circumstances, contact us.
topSystem Administration
- What test administration methods are available from Polaris?
The primary methods consist of:
- Paper-and-pencil administration with PC- or web-based scoring, and
- Web-based test administration and scoring/reporting. Web-based administration or scoring services can be placed on your organization’s servers or can be third-party hosted.
Additionally, companies can mix administration methods. Paper-and-pencil administration might be used for
job fairs, for example, and web-based administration for more routine circumstances.
topTechnical and Legal Issues
- Are Polaris tests validated?
Polaris tests are always validated. Currently, in most cases, we perform inexpensive
criterion-related validation studies to support an organization’s implementation of the systems. Additionally,
some implementations can already be supported by “transporting” the validation studies completed to date.
(In other words, your organization does not need to do additional criterion-related validation work.) To
discuss your circumstances and to determine what is advisable for your organization, please contact us.
- Do Polaris tests meet Federal EEOC Guidelines for employment testing?
All of the Polaris systems have been developed to meet both Uniform
Guidelines and professional standards.
- We value diversity. Do the Polaris tests adversely impact minorities or females?
The systems offered by Polaris emphasize the use of “least adverse” alternatives in
screening and selection. We also work with companies to choose methods for using the test information that
optimize the prediction of performance and the ability to obtain a diverse workforce.
topPolaris Tests
- What makes a Polaris test better than its competitors’ tests?
Three things: Flexibility, Quality, and Price. Our item cluster approach provides
companies with tests that are tailored to their jobs instead of “one size fits all”. Our rigorous validation
research and approach to continuous improvement place our tests among the leaders in the entry-level selection
world. (And we’d argue, with more than some justification, that we are the leaders.) In addition, the
flexibility and quality are provided at price points that are half or less those of the competition.
We think that combination is not just better. We think it’s the best.
- Can we use one Polaris test for all of our entry-level positions?
Most likely, yes. Generic components of the tests can span a broad range of positions.
Additionally, our flexible scoring and reporting software allows tests to be embedded with specialized modules
that are scored only for certain jobs. That allows one test booklet to be used across jobs while ensuring the
test scores are appropriate for each job. Please contact us
to discuss what system configuration is best for your organization.
topInterviews
- How is the Polaris interview system superior to other interview systems?
The major advantage of the Polaris system is its “pass-through” option in which
information from the testing stage can be provided to interviewers. This allows interviewers to focus their
time and questions more effectively on areas that have the greatest chance of “pay-off”.
Beyond that, the interview system is also quite flexible, especially in its use of different item formats.
(See Interview System for further details.)
- We have a company interview system. Do we need to use the Polaris interview system?
No. The Polaris testing system can be used to complement almost any interview system.
Additionally, the “pass-through” options can be added onto a very broad range of interview systems without
altering the basic nature of the interviews being conducted.
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