USAA Assignment

•• PROTECTED 関係者外秘

Step 4 & Step 5

Step 4: Selection -- Interviewing & assessing job candidates & deciding whom to hire.

· What interview assessment goals do you for the target position?

· Which method does the firm use for applicant tracking? How does it sort resumes to identify preferred candidates?

· What is the firm’s interview sequence & type? (Phone screen; face to face; video; panel; multiple interviewers)

· How does the firm assess candidates for fit, meet developmental needs?

· How does the firm maintain internal skill inventories for its employees?

· Which methods are used to monitor employee development?

· What programs does the firm have for developing employee capabilities & capacity?

· How does the firm use performance evaluations?

· How does the firm use development and succession plans?

· Which methods of applicant assessment does the firm use, e.g., assessment centers; clinical assessments; 9-Box matrix; Career Crossroads model?

· How does the firm do employee career planning? Job rotation; development job assignments?

· How does the firm use candidate scoring in their assessments?

· What are the process steps? How much time does each step require for completion?

· What is the estimated cost per step unit, e.g. per hour?

Step 5: Testing -- Validating candidate's KSAs.

· Which assessments are used for assessing a candidate’s knowledge, skill, and abilities? (e.g., measuring personality, skill, integrity, etc)

· How are these methods documented for validity & reliability?

· How does the firm use benchmarking (the process of measuring key business metrics and practices and comparing them) for the target position?

· How does the firm evaluate the assessments methods it uses (cost; convenience; ease of use)

· What are the process steps? How much time does each step require for completion?

· What is the estimated cost per step unit, e.g., per hour?