One of the biggest hiring challenges banks and credit unions face is employee retention, particularly for teller roles. Pre-employment tests help banks and credit unions dramatically reduce turnover by identifying the employees who not only have the aptitude to excel in the role but also have the personality traits associated with long-term job fit in teller roles.
Banks and credit unions trust Criteria's employment tests to help them hire and retain productive employees. Pre-employment testing can help dramatically reduce turnover by finding the right fit for the job, both in terms of personality fit as well as aptitude to successfully perform the duties of a teller. (Check out our whitepaper on how to reduce teller turnover). Other positions that banks and credit unions utilize pre-employment testing for include branch managers, loan officers, and back office staff. For these roles, testing can help highlight candidates with the aptitude to do the job, and the personality to be comfortable in the role.
The Criteria Basic Skills Test (CBST) helps to ensure that your tellers and other employees in entry to mid-level positions have basic math and verbal skills, have strong attention to detail, and are able to communicate clearly to your customers. The CBST score report includes specific suggested score ranges for tellers. The CBST also predicts "trainability" and will help reduce turnover by determining if applicants have the aptitude to perform in the role.
The Employee Personality Profile (EPP) is a personality test that includes a benchmark specifically for bank tellers. The test helps to ensure that your tellers will be courteous, cooperative and patient with your customers. There are also score benchmarks for analysts, managers, and positions in finance.
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How Criteria Helps Banks and Credit Unions:
Hire better performers: A credit union in the western U.S. dramatically improved its quality of hire by using the CBST to screen tellers. 96% of those who passed the test were rated as "Good" or better by management. Only 58% of those who didn't pass the test were rated as good performers. Read the full case study.
Hiring Success Rate as Predicted by the CBST