People are the key to success in any organization. An organization may have the most advanced processes or innovative technology, but success will not happen without the right people to make it all work. In a day and age when cutbacks are the norm, having the right people is even more critical. Success only comes when the right people are in place; the wrong people can become an anchor in any organization.
Consider that eight top tier employees may be able to do the work of ten who are average. Consider that headcount is the single largest expense in most organizations. Consider that it is employees that are the differentiator between the ordinary and extraordinary.
Some organizations lay out a requirement for college degrees, with a specific grade point average. While there are many successful people who do not have college degrees, this can be beneficial to claims organizations where staff must understand torts while interpreting contracts and laws. I have found that requiring a degree with a 3.0 grade point average, while not the sole criteria, can be a good baseline for identifying those likely to be successful in claims.
Companies utilizing such tests have found that they increase the probability of success on the job, reduce turnover, save time in the search and recruitment process, and improve morale. Consider that while skills can be trained, attitude cannot, and such tests can fill an organization with positive attitudes, the foundation of success.
The use of this type of testing becomes evident as the corporate culture gels. Case in point, Southwest Airlines has used the test for years according to Employee Benefit Adviser. Southwest also has exhibited an organizational transition from ordinary to extraordinary described in Re-Adjusted. Those who have flown the airline, known for their “warrior spirit, servants heart, and fun-loving attitude,” can likely attest to the Southwest employees being different from the competition.
While this testing is no guarantee of success, it is another arrow in the quiver that can be used to gain a competitive advantage. Certainly some companies have a fear of such testing; a valid concern when not properly administered. To allay those fears, it is critical that when using such tests that they are valid, reliable, and do not violate equal opportunity laws.