BHI FOH testing info

We have a new pre-hire test we want to give to hourly employees. There are only a few mandatories as part of this process:

1. The test must be given to all FOH employees before their final interview
2. The follow up questions provided by the test must be asked

Here is the detail:

The main reason we are using the test is to identify more people who can deliver a high level of hospitality and GTKYC. The test helps identify personality traits that are conducive to maintaining the culture in the pubs and the experience we want for our customers. There are other benefits too.

The test will-

- Improve managers interviewing skills
- Let you get to know applicants more thoroughly before you hire them
- Help you hire more people who ‘fit’ in the pub

For each applicant, you will receive-

1. Test result with an excellent, good, fair or poor overall rating – THESE RESULTS ARE NOT TO BE SHARED WITH THE APPLICANT

2. Follow up interview questions: use these for probing during a second interview if you choose to do one

3. Developmental report: share this info after the new hire has worked in the pub for a while, it’s a good developmental outline.

Here’s some documentation to help you with administering and understanding the test:

Website – How To Guide: BHIonline Hourly Training Tutorial
Website / testing – Qk Strt Cd bhionline
BHI Front of House testing – full users guide and instruction

The Process

MOD conducts screening interview, IF you want them to come back for a final interview THEN they must take the personality evaluation. Let them know it is an online evaluation (see the notes on how to communicate this below) and it will take 10-15 minutes.

- Get candidate email address, IF no email or internet access then…
- Provide paper testing
- Logon to www.BHIOnline.com , enter username and password
- Enter candidate info OR enter results from paper testing. You will be emailed the results immediately (see tutorial above on how to use the site)
-Review test results and the follow up interview questions. Pass this info on to anyone involved in the final interview and use it as an input into your final decision. This test MUST be completed before the final interview.

A few other notes:

The ‘counter productivity’ or the ‘integrity measure
This is a measure of counter productive behavior (tendency to no call no show, theft, drug/alcohol abuse). When current employees take the test they are going to be a little more forthcoming with information so the measure might be high.

If someone scores high on this, they will automatically get a ‘Poor’ rating on the overall score. Use the follow up interview questions to probe deeper into these issues.

Communication about this to applicants
Messaging to applicants is important. We don’t want this to come across as a big brother or corporate thing. Simply tell potential hires that culture is important to us and we use this to see how well people might fit. The test is not the determining factor for whether someone is hired or not.

Publican Guide instructions-hourly Profile Testing