POPSCREEN. Introduction

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Eleanore Blair
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2 POPSCREEN The POPSCREEN TM provides an efficient and economical solution to the challenge of targeting and screening a high number of potential recruits. The POPSCREEN TM : is an on-line 24/7 screening tool to manage large numbers of targeted recruits uses organizational specific criteria to assess talent, work history and probability of success uses a series of standardized, objective and validated questions provides data which can be measured and integrated with selection processes as the basis for continuous improvement Introduction POPScreen is a versatile online instrument POPScreen is used to identify and screen for candidates who will perform and survive in a highly competitive sales environment. Screening is a pass/fail process that eliminates people who do not meet minimum standards. If there are too many negative factors, the POPScreen report will indicate the candidate is not a good fit and recommend they be redirected to another career opportunity. If the person does not have too many negatives, he or she becomes a candidate for the selection process and advances to the next stage. 2

3 How to Administer POP Screen *** Save link to your Favorites File for quick access *** It all begins at the website we have set up for you. It can be accessed by going to This is the site where your candidates will come to take a test, and where you will go to administer a test and view the results. If you haven t already, please save this website address as a favorite for quick reference. 3

4 Setup a candidate in your office to complete the survey from this page. (Access code will be required, order through the Admin Center) Administrative Functions For Authorized users. Login ID Required This is the welcome screen for the website. Starting on the next slide we will look at what your candidate will see. 4

5 Candidate selects language of choice. Mouse: Click on each valued entered for a response Enter Code: Pre-ordered through the Amin. Center Keyboard: Use number keypad on keyboard to enter value for a response Survey to Follow Once you have your access code click direct the candidate to the welcome page and click on Take the POPScreen. They will enter in the eight digit alpha numeric access code you have provided them with (how to order codes will be covered later in this presentation) and select the appropriate language from the drop-down menu. The candidate will choose whether to complete the POP Screen survey using a mouse or by keyboard and then continue. 5

6 POPScreen Questionnaire On this screen the candidate will provide basic contact information. 6

7 POPScreen Questionnaire Cont. This part of the POPScreen asks the candidate simple questions about their educational status, employment status and referral source. Those fields marked with a red asterisk require an answer. The system will not allow them to proceed if they do not complete these fields. 7

8 POPScreen Questionnaire Cont. This next page asks the candidate to answer 20 questions on how they feel each term applies to them in a range from Not at all like me to Definitely like me. 8

9 POPScreen Questionnaire Cont. This is the last screen of the questionnaire. It asks the candidate to indicate their opinions about the statements listed. Answers range from Don t agree at all to Definitely agree 9

POPScreen Questionnaire Cont. Candidates option to provide resume, prior to saving information. Once a candidate has completed the POPScreen questions they will see this screen.

10 POPScreen Questionnaire Cont. Candidates option to provide resume, prior to saving information. Once a candidate has completed the POPScreen questions they will see this screen. If they have an electronic version of their resume, they will be able to copy and paste it in the box shown If they do this, the information provided will be made available for your review in the Candidate Tracker; a feature found within the Admin Center 10

11 POPScreen Questionnaire Cont. Recruiter automatically receives an notification with a direct link to the candidate s results. This screen confirms that the candidates responses were saved. 11

Login ID will be emailed to all recruiters from SMG Now lets look at how you would go about setting up a candidate to complete the POPScreen.

12 Login ID will be ed to all recruiters from SMG Now lets look at how you would go about setting up a candidate to complete the POPScreen. From the Welcome Page, you would click on Profile Admin Center found on the left hand side of the page under For Mangers. It will open up this screen and ask you for your username and password. If you forget your username or password, please refer to your Project Manger who has access to the Account Management feature or contact the Self-Management Group at service@self-management.com. to request your login ID. 12

13 Options for Administering profiles: 1 Invite Candidate 2 Order Codes This is the Profile Admin Center. You have two Options when administering a Profile: 1. You can send an invitation to a candidate, or 2. You can provide them with an eight digit access code to complete the POPScreen on the Welcome Page of the website. Let s look at the second option first. 13

Option 2 Specify Specify quantity quantity Codes ordered with this menu function are those provided to the candidates who will be set up in house to Begin the POPScreen.See welcome page www.

14 Option 2 Specify Specify quantity quantity Codes ordered with this menu function are those provided to the candidates who will be set up in house to Begin the POPScreen.See welcome page Option 2 is primarily for those candidates that you wish to give the POPScreen to in your office. The first step is to provide them with an access code to take the test. You order these codes from the Profile Admin Center under Access Codes. You would click on Order codes and indicate the number of new codes you desire. We suggest that you order a supply of codes that will carry you through your monthly recruiting activity. A good number would be approximately

15 Codes ordered remain in the view codes folder for your reference only until the candidate completes survey. Example Codes (Do Not Use) One Unique code to be provided to each candidate Once you have ordered your codes, they will appear on your screen as shown on this slide. You can print these or refer back to them by clicking on View Codes Here you will see a list of all codes that have not yet been used to complete a POPScreen. When a candidate uses a code to complete a POPScreen it will automatically be deleted from your view codes list. Now let s look at Option 1, which is a little bit easier, since no access codes are required. 15

16 Option 1 Invite candidate via to complete the POPScreen. Direct link to survey is provided within the message. *ordering a code is not necessary* Option 1 is primarily used for those candidates who will complete the POPScreen from a remote location outside your office. On the left menu bar, you would click on Invite Candidate under the Profiles section. 16

Information required when using invitation method This opens an email invitation to your candidate. It gives you the opportunity to select a language for the test.

17 Information required when using invitation method This opens an invitation to your candidate. It gives you the opportunity to select a language for the test. An applicant can complete the profile in: English Chinese ( Simplified and Traditional) Taiwanese Korean You will be required to input the candidates name and address. You will automatically receive a courtesy copy of any invitation you send. The subject line and message contain a defaulted message. If you prefer you can change the text message before you send the invitation to your candidate. When the candidate receives the , they need only to click on the link embedded in the message Take the Profile and they will be directed immediately to the POPScreen questions. They will not require an access code and the profile will automatically be attributed to the recruiter who sent the . 17

Sample Statistical Report Monitors your most successful sourcing strategies Now lets look at how you can use some of the tools in the Admin Center.

18 Sample Statistical Report Monitors your most successful sourcing strategies Now lets look at how you can use some of the tools in the Admin Center. If you click on Statistical Reports, and then click on POP Screen Pass Rate x Source there is a defaulted report that will provide you with an up to the minute analysis of your passing ratios by source. Further reports will be added to this feature as data becomes available. 18

19 Candidate Tracker The system will automatically send you an with your candidates POPScreen results upon completion. At this time you will be able to review the assessment from a link contained in the message and see the overall recommendation. The Candidate Tracker will probably be the tool that you use most often. You can go to the Candidate Tracker to see an up to the minute summary of all of your activity and to retrieve further details including the resume information and their contact information. The Candidate Tracker gives you the ability to pick a range of dates for tests, and sort them by Date, Last Name or Source. 19

20 The Candidate tracker collects all information on a candidate from the initial stage of entering into the hiring process. Included Features: Candidates personal details, screening results, interview, resume, performance, status etc. This is what the Tracker report looks like. If you wanted to look at a Candidates report, go to the column titled PROFILES and click on View Red indicates the candidate received a Redirect evaluation, and Green indicates the candidates received either a Proceed or Proceed w/ Caution evaluation. Now we will review what a POPScreen report looks like. 20

21 Here is the opening cover page Following is a simple 3 page report. 21

22 Page 1 Snapshot of Sales Potential Low scores will show up with a Red band, average with a Yellow band and power scores with a green band. This gives you a quick visual of where the candidates strengths and weaknesses are in the seven key areas listed as critical for success in competitive sales Underneath this is your overall scores looking at a candidates Talent, Effort and Fit to the Opportunity. Finally an Overall Recommendation: Proceed; Proceed with Caution or Redirect. 22

23 Page 2 Background/Current Status This screen provides you more detailed feedback from the candidates responses in key areas. Educational status Employment status Ability to work hard Job Stability Income Satisfaction level Referral Source 23

24 Page 3 Selection Questions Finally, the last page of the report provides you a series of questions that you can use in the Screening or Selection interview to explore if this candidate has the Talent to be successful in your office. 24

25 The Candidate tracker collects all information on a candidate from the initial stage of entering into the hiring process. Included Features: Candidates personal details, screening results, interview, resume, performance, status etc. Now we are back at the Candidate tracker screen in the Profile Center. Let me describe some of the functionality of this tracker. Date: is the date of the test. Name: Links to the candidates personal contact information they entered at the beginning of the POPScreen. if this has a link in it, the candidate provided an address in the contact information. You will be able to click on this to initiate an message to a candidate. Resume: If a candidate has attached a resume, there will be a link here that will allow you to open and look at the resume. Interview: The Interview box allows you to set up a template of standard questions you ask all candidates. You will then be able to enter their answers in this section. Notes: This is a free form block to provide you the ability to input free form comments about a candidate. Please remember, to comply with your Company s Hiring Guidelines, if you use this Notes field, understand this is an official company record Source: Codes are listed at the bottom and this is an automatic fill from the candidates response in the test. Status: Gives you the opportunity to identify where each candidate is in the recruiting process. Performance: is another local field you can use for your own purposes. Delete: Allows you to delete candidates that are no longer active in your process. However, if you delete candidates you will not delete the company records of your giving that candidate a profile. This just deletes them from the Candidate tracker view. Invite: would invite candidate to take another test. You do not have access to any other assessments at this time. Account: Shows which recruiter the test is associated with. Recruiters will be able to see just their POPScreens. Account Managers will be able to see all of the POPScreens given in an office. There is a lot here, but remember, you don t actually need to use any columns in this Tracker report other than as a quick summary of all of your POPScreens given. 25

26 Finally under the support tab, you will see listed key contacts. Here is our contact information. We appreciate the opportunity to work with you all on this most important aspect of your job hiring quality agents. We are here to support you and look forward to a successful pilot. Thank you. 26

Profile Administration Center (PAC) Online Tutorial

Profile Administration Center (PAC) Online Tutorial PredictiveProfiles 8400 Normandale Lake Blvd. Suite 920 Bloomington, MN 55439 952-921-8813 www.predictiveprofiles.com Enter your username and password