Company

Create bottom line savings for our clients by improving employee retention, productivity, satisfaction, honesty and ethics via premiere employee selection practices.

To provide high quality, Internet-based pre-employment assessments that systematically and accurately identify the highest quality candidates.

InfiNet matches JOBS to PEOPLE. Using cutting-edge science and efficiency, InfiNet Assessment helps clients to reduce turnover, improve employee productivity and job satisfaction, leading to impressive bottom-line savings.

InfiNet prides itself on being a full-service assessment and selection provider. InfiNet has the experience and expertise to handle all phases of the employee selection process:

· Identify character and skill requirements for target positions

· Design and develop assessments to evaluate candidates against criteria

· Validate assessments against job performance

· Train and support test administrators

· Provide on-going support and consultation

InfiNet’s clients range from small, single-site companies to multinational Fortune 50 corporations. InfiNet designs, develops and supports selection systems for all major industry groups, including:

· Automotive

· Education

· Healthcare

· Manufacturing

· Telecommunications

· Call Centers

· Financial & Banking

· High Tech

· Retail Sales

· Insurance

When Bottom Line Savings Count, Choose Infinet Assessment!

Bottom line savings is the difference between Infinet and other test providers. Infinet has consistently developed employee testing and selection tools that set industry standards in accuracy, consistency, fairness, reliability, validity, ease of use, client support, and value.

Client Focus

One of Infinet’s primary goals is to exceed our clients’ expectations. We accomplish this by listening carefully to our customers and responding to their unique needs. This emphasis on quality and commitment has resulted in continued, long-term business relationships, repeat customers, and a superior reputation. We strongly believe that our success hinges on our superior client support and service; and we are fully committed to continuing this focus with all of our current and future clients.

"The closest to perfection a person ever comes is when he (or she) fills out a job application form."

Stanley J. Randall

Applications, resumes, diplomas and background references are often vague, misleading and unreliable. Thus, they may be poor criteria on which to base hiring decisions. A new and reliable solution for hiring the best available candidates is needed. What is needed is a cost-effective means to verify that the job candidate possesses high integrity, has the required job skills, and is likely to remain with the company.

Assessment has the solution – fast and accurate pre-employment assessments that are tailored to specific jobs and to particular company cultures. Infinet's pre-employment assessments don’t look at merely one aspect of an applicant as many tests do. Infinet’s assessments look at an ethics and integrity, personality traits, and general mental ability to determine how compatible the applicant is to a particular job within a given company culture. A unique Success Profile is created for each new client. This Success Profile is made using two sets of data: test results from existing employees and supervisor ratings of those employees. These data sets allow Infinet to prove the worth of the assessment via concurrent validity. To reduce employee turnover, maximize training dollars, minimize interview expenses, and improve productivity. Accurate and reliable information is provided on each job applicant prior to the interview.

Benefits

What are the benefits of InfiNet’s assessments?

Results to clients using Infinet’s assessment systems have consistently shown:

·         25% to 35% increase in retention

·         25% reduction in number of interviews conducted

·         Decreased absences and tardiness

·         Improved employee performance

·         Decreased training periods

·         Reduced shrinkage in retail operations

Legal Issues Supporting The Uniform Use Of Pre-Employment Assessment

There are certain legal trends that strongly support the use of pre-employment assessment to demonstrate to the world and the courts that the employer has taken appropriate steps to protect it’s customers and coworkers. Employers are dealing with an ever-increasing number of negligent hiring lawsuits that seek redress for crimes committed by their own employees. Those crimes range from the homicide of a customer and an assault on his family in his own home by deliverymen employed by an auction house to assaults, rapes, and theft against co-workers as well as customers.

These lawsuits contend that an employer negligently placed an individual with dangerous tendencies, which should have been uncovered by a reasonable investigation and assessment, into an employment situation where it was foreseeable that this individual posed a threat of injury to others. Employers cannot legally ask questions such as, "How frequently do you fly into a psychotic rage?" However, they can reduce their legal exposure through the responsible and uniform use of valid pre-employment assessments.

Valid and reliable pre-employment assessments demonstrate a reasonable and necessary investigation of the applicant's tendencies towards theft and/or violent crimes.

Infinet Assessment is a member of the following Professional Associations:

American Psychological Association (APA)
American Society for Training Development (ASTD)
Association of Test Publishers (ATP)
National Association for School Psychology (NASP)

Northern California Human Resource Association (NCHRA)
Society for Human Resource Management (SHRM)
Society for Industrial and Organizational Psychology (SIOP)

HR ExecNet Founding Member – Dr. John Schinnerer

mailto:sales@infinetassessment.com

Validity – Pre-Employment Assessment

With respect to pre-employment assessments, validity is an objective measure that demonstrates that the test actually measures what it purports to measure. Validation is a study sponsored by the test publisher in accordance with certain professional standards. Typically, these standards include "Standards for Educational and Psychological Testing” and “Principles for the Validation and Use of Personnel Selection Procedures.”

All of InfiNet’s assessment products and the conclusions reached by use of them are designed and validated in accordance with the procedures described in "Standards for Educational and Psychological Testing," as well as “Principles for the Validation and Use of Personnel Selection Procedures.” Thus, none of our assessments are, or have ever been, discriminatory. In addition, all our assessments are in compliance with E.E.O.C. and other Federal Regulations.

In the "Standards for Educational and Psychological Testing,” validity is described as “the most important consideration in test evaluation. The concept refers to the appropriateness, meaningfulness, and usefulness of the specific inferences made from test score. Test validation is the process of accumulating evidence to support such inferences. A variety of inferences may be made from scores produced by a given test, and there are many ways of accumulating evidence to support any particular inference. Validity, however, is a unitary concept. Although evidence may be accumulated in many ways, validity always refers to the degree to which that evidence supports the inferences that are made from the scores. The inferences regarding specific uses of a test are validated, not the test itself.”

There are five forms of validity:

1. Construct validity refers to the extent to which dimensions, or constructs, with similar names on different tests relate to one another. Two traits that correlate highly on a personality test are not necessarily the same, but the high correlation provides reassurance that they are both testing the same "construct" (e.g., honesty and dependability, extraversion and sociability, etc.).

2. Concurrent validity is that approach whereby people who are successful in a given job at a particular company or within a certain industry are evaluated by supervisors and grouped. Usually they are put into groups such as Top Performers (i.e., top 25%), Average Performers (i.e., middle 50%), and Below Average Performers (i.e., bottom 25%). The scores of the people who fit each of these ranges are then compiled and Benchmark Standards of the Top Performers are used to hire, train or manage. This is the type of validity most often used by InfiNet in the creation of client Success Profiles.

3. Predictive validity , or criterion validity, occurs when the employer hires people for a job via normal hiring procedures (without the use of a validated pre-employment test) and, simultaneously, has them complete the pre-employment test. The results from the test are not used in the hiring decisions. The employees are followed for a period of time; say 3-6 months, to track their progress. At the end of the period, supervisors evaluate them. Benchmarks are established using the supervisor ratings and the results of the pre-employment test. This approach takes into account those who are still with the employer and whom the employer considers successful. InfiNet used this approach with tremendous success (.83) with UPS to develop Benchmark standards for package handlers.

4. Content validity represents job function testing,( i.e., typing, physical work endurance, etc.). Content validity is an appropriate strategy when the job is well defined through job analysis. This means correctly identifying the essential skills, tasks, and knowledge and the assessment or test is a representative sample of KSAs drawn from that domain.

5. Face validity This is the easiest form of validity as it tells us that, according to subject matter experts (SMEs), the test appears to measure what it is supposed to measure. For example, a typing test has high face validity as a measure of success for the position of executive administrator. InfiNet does not recommend using tests that only discuss their face validity. It is neither statistically sound nor defensible.

InfiNet recommends that all organizations maintain a consistent hiring process when making personnel decisions. Information should be gathered in each step of the hiring process to have reliable and measurable data to inform the final hiring decision. The pre-employment assessment used should count no more than thirty to forty percent of the hiring decisions. The face-to-face interviews, reference check, education history, work experience and other pertinent factors should be considered for the remainder.