WEBselex® for Administrative
Information | Validity
Bottom Line Results
Research shows this Web-based tool can dramatically lower the cost of personnel selection programs when used as the first step in the selection process. For example, one large company in the banking industry used the Problem Solving and Learning predictor to decrease the total annual costs of their selection process for entry-level analysts, professionals, and managerial positions by over six million dollars. These cost reductions resulted from a 50% increase in the passing rates for an in-depth interviewing and onsite testing program.
Appropriate Jobs
This predictor assessment is appropriate for positions with administrative functions, including administrative assistants, loan officers, teachers, entry-level professionals, first-line supervisors and managers. The instrument has been validated on samples including a broad range of administrative titles.

Assessment Description
WEBselex for Administrative is a biodata predictor assessment. Biodata are job-relevant measures of success within the context of a person's past and present circumstances. Biodata items are used to collect the same types of information as may be legally collected through traditional job applications. Some multiple-choice biodata items ask about a person's achievements in school, community, or prior work settings. Other biodata items ask about work attitudes, goals, vocational interests, preferences for working alone or in groups, and other job-relevant variables.

This assessment was developed using MCAP (Multiple Criterion Antecedent Procedure), e-Selex.comís proprietary method for developing biodata to predict specific job outcomes. The MCAP method discovers the life history antecedents underlying the development of worker characteristics that determine job success.

The method involves three types of analyses to collect information that may be used for both criterion development and predictor development. These analyses are: 1) Organization Analysis, 2) Worker-Oriented Job Analysis, and 3) Person Analysis.

The predictor items for this assessment were developed over a ten-year period, beginning in 1990. Items from this assessment have been used for positions at several organizations. The scoring for these items has been refined and improved with each application.

The WEBselex for Administrative predictor assessment contains 87 items. The items are multiple-choice ranging from 3 to 10 response options. An average applicant for these positions can complete the assessment in 35 minutes or less.

Predicted Work Outcomes
The WEBselex for Administrative assessment predicts four independent work outcomes.

Work Quality and Dependability - Defined as producing high quality work in an efficient manner, prompt arrival to work and return from breaks, and avoiding absences.

Problem Solving and Learning - Defined as finding creative and effective solutions, working through problems independently when possible, and readily learning new systems and procedures.

Interpersonal and Customer Relations - Defined as maintaining a positive attitude when dealing with difficult co-workers or customers, avoiding unproductive complaints and conflicts, and effectively dealing with stress caused by workload, co-workers or customers.

Job Satisfaction and Retention - Defined as stability in the job, likelihood of remaining employed with company, and overall satisfaction with the job.

The numerical scores for each outcome predicted by the assessment are presented graphically as standard scores. The overall hiring recommendation rating is presented using a 5-point scale.

Validity Findings
e-Selex.com collects validity data for the WEBselex biodata assessments on an ongoing basis. Strong validity evidence for the WEBselex for Administrative has been obtained both in the United States and internationally. One example is a study completed on a sample of administrative and clerical employees at a large technology company that produces chemical, plastic and agriculture products and services. The criterion measures were performance factors based on supervisor ratings. When each of the four predictor scale scores were correlated against their respective target criterion factors, the resulting coefficients ranged from .28 to .41.

As per the Brogden (1946) interpretation of the validity coefficient as a measure of predictive efficiency, observed validity coefficients of this magnitude can be used to improve target performance outcomes for these positions by approximately 28% to 41% within the range of possible gain.

Assessment Norms
Assessment norms are based on an aggregated national and international sample of qualified applicants for entry-level administrative positions across several organizations. The WEBselex for Administrative assessment is currently used in 27 countries.

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