|
Total
Applicant Processing System (Total-APS) |
 |
Discouraged
by Interviewing Too Many Unqualified Candidates?
Are You
Wasting Too Much of Your Valuable Time Sorting Through Resumes?
Eliminate
The Headaches and Logjams When Screening Candidates with Total-APS
|
Download
a Detailed Total APS Data Sheet
By Clicking Here
|
|
| The
Total Applicant Processing System enables employers
to use customizable and scorable filtering questions, screening
and selection assessments and scorable interview questions.
|
- Total-APS
can be used by any size business, HR department or hiring
manager to:
- collect resumes in a scorable format
- screen candidates with customized filter questions
- assess candidates with up to three personality tests
- provide recommended interview questions and
- provide reports and information to assist in making
the final selection decision
- ALL
for one low fee
|
- At
every stage in the screening process, you decide who advances.
You decide when to use comprehensive reports to make a more
thorough evaluation.
|
- Total-APS
ensures all applicants are treated fairly and objectively.
Highly valid and reliable assessments anchor a structured
selection process that eliminates legal pitfalls.
|
- Candidates
experience a typical job board application process with
automatic test administration. The organization is spared
virtually all administrative burden. The hiring managers
attention is focused on critical Rapid Screening Data (RSD)
metrics, to support the best decision-making process possible.
|
- The
highest investment returns imaginable are made possible
by Total-APS. You can process an unlimited number of applicants
for a job opening with no additional cost. More candidates
can be evaluated on characteristics that impact performance,
and better hiring decisions can be made.
|
Total-APS
is as easy as 1-2-3-4 |
|
Step
1
The hiring manager creates a job listing, adds critical filter
questions, and selects a test battery that can provide Rapid
Screening Data™ (RSD) on traits, attitudes, behaviors
and personality such as:
- Honesty
and dependability
- Counterproductive
behaviors like sexual harassment and drug abuse
- Basic
job fit
- High-performer
job fit
- Applicant
ranking score
|
Step
2
The hiring manager uses standard recruiting or advertising methods
to drive applicant traffic to the organization's private job
board—their customized Total-APS, or their career opportunities
website page, or you can use the SPS Career Board. |
Step
3
Candidates then submit their resume on-line, qualify themselves
using job specific filter questions (eg. Are you certified in
ISO9000 or how many years of experience do you have in sales?).
Total-APS automatically qualifies the candidate for online testing
or disqualifies him or her unless the hiring manager intervenes.
The hiring manager then reviews the Rapid Screening Data™
(RSD) report and decides which applicants will proceed to the
next stage of screening or selection. |
Step
4
The hiring manager can directly input scores for resumes or
interviews, totals the scores from the resume, testing, and
interview to make the decision to advance the candidate or offer
a job. |
| Total-APS
is available in unlimited usage licenses for
30 and 60 days or on an annual basis. |
| To
schedule your no-obligation online demonstration or to screen
candidates using Total-APS, click here
to contact us now. |
