On Selection and Future Commercialization

Content Owner: John Callender

TRIP REPORT John Callender Mar. 12, 2001BIGBY,HAVIS & ASSOCIATES – Dallas-Mar3.

BHA is a 28 person, $5MM firm offering consulting and computer/web based testing.
They market a cognitive ability /personality system (ASSESS) which can be used for
selection or development. Cognitive tests are Watson-Glaser and Raven's Matrices.
The personality tests were developed in-house. Two-thirds of BHA's employees are
designers and programmers. BHA's strategy is to grow by adding to its product line-
and several are close to completion. Example: Job Tango is a process to help people
judge their fit to the personality demands of different types of jobs. BHA has job
requirements profiled from their knowledge base. The person assesses themself on
those same characteristics and compares their profile with the various jobs. It's a sort
of realistic preview that could be very useful in a career search process- or for a
career assessment service within a job board.I was interested in BHA's potential to help with our commercialization. They are
NOT in the business of hosting other people's tests on their website, but they have
excellent qualifications to web-ize the delivery and scoring of a test for us, and
offered to price tests (eg, Plant Tech) upon our request. BHA would not be a potential
customer for a Licensing arrangement.DOW-Houston- Mar 5

Commercialization. I outlined the tests we have to commercialize and got reactions to
the test-market website.

IBM expressed the most interest- they want to increasingly use biodata screening
methods. Some had difficulty with the multi-company site concept, driven by the idea
that they did not think their recruiters would understand the value of allowing
someone attracted to their company's website to be given a chance to apply to some
other company too. This still leaves two viable ways to operate. 1)An independent
recruiting service provider COULD logically provide the multi-company entry point-
either as an additional entry point to the company's own site- or as the only entry
point for a company without its own recruiting website. 2) A person coming through
a company website does the assessment only for that company, without the
assessment result being shared with any other company. We need to allow for option
(2) because it likely reflects how many recruiters think today. I believe companies
that continue to force students through a multiple application scenario (to get to other
companies) will risk becoming less desirable than the enlightened companies who
allow multiple applications no matter how the student got to that point. But they can
figure that out later if we are right.

Until then they could use the External MultiCompany route, or the Apply -Only –To-
My- Company- From- My –Company- Website route, or both. I reviewed the Plant Tech Tests DOW may want to "rent" with their Global
Workforce Planning Director.

He was impressed by the quality and relevance of the tests to their needs. They do not
have final approval for the Global Plant hiring program they want to start next fall,


(discussed prior meeting). Believe Ford may have used AON to computerize tests.High Potential Employee Identification.Sears gave a detailed account of their process
which is based on an add-on nomination form integrated with annual performance
reviews. Dow also does not use testing- has nomination process operated by
Functions who have responsibility for staffing/career planning.IBM is exploring use
of an assessment center process. $800,000 quoted by one consultant to create an IBM
assessment process. AT&T had used assessment center for development feedback,
but has stopped.Applicant Tracking Systems Dow switching to RecruitSoft from PeopleSoft. Sears
uses PeopleSoft. IBM moved from Resumix to PeopleClick, will switch again to
Intronet. Have IBM contact in New Zealand to learn more about Intronet.Next Meeting Tentatively Oct 8-9, AT&T, Basking Ridge NJ.
John Callender