Pre-M recruitment testing is used to identify the best-suited candidate for the role of an X-ray screener

Pre-M recruitment testing provides 8 essential tests taken over 45 minutes and an automated report that features an evaluation of the overall capabilities of the candidate

Pre-M recruitment testing includes a built-in tutorial and does not require the candidate to have any prior knowledge of X-ray screening

Pre-M recruitment testing has been developed for any type of organisation that employs and/or hires X-ray operators

PRE-M RECRUITMENT TESTING OVERVIEW

Pre-M Recruitment Testing Overview

Pre-M Recruitment Testing reduce staff turnover

Pre-M Recruitment Testing ensures organisations recruit the right person from the outset by identifying the candidates that possess the skills, personality and characteristics needed to become successful X-ray screeners.

This ensures that both money and time is not wasted hiring, training and testing the wrong person.

Pre-M Recruitment Testing improve workforce skill levels

Pre-M Recruitment Testing can be calibrated so that it accounts for the scores of existing employees.

This ensures that organisations can hire new X-ray screeners that possess at least the same capabilities as their existing workforce.

Pre-M Recruitment Testing Software can be a major time saver for recruiters

Instead of spending extra time during interviews asking candidates detailed questions about their qualifications, recruiters can have candidates complete skills assessments as part of their applications.

PRE-M RECRUITMENT TESTING FEATURES

PreM Recruitment Testing

Colour Identification

Using the Ishihara test to assess candidates for colour vision deficiency. Why? Screeners need to be able to differentiate between orange organic material and blue metallic material whilst analysing X-ray images.

Basic Image Interpretation

Tests the ability to identify everyday objects displayed under x-ray. Why? While working with X-rays, screeners must be able to identify objects based only on their shape and components.

Threat Object Recognition

Assesses candidates’ basic threat identification skills when objects are presented from various perspectives. Why? Screeners must be able to differentiate common threats from everyday items from various angles and under different backgrounds.

Attention to Anomalies

Requires candidates to spot minor anomalies on X-ray images of innocent items. Why? Concealments are manifested in minute changes to the structure and the look of the object. The ability to spot these little details will enable the operator to identify threat objects.

Mental Rotation

Verifies that candidates have the ability to rotate objects in their minds to recognise them. Why? During the screening operation, certain screening technologies present images in a 3D format. This test challenges the ability of the screener to identify objects in a 3D environment.

Object Recognition – Superimposition

Asks to identify items overlapped by others, using correctly image removal tools. The test indicates correct assessment vs lack of confidence. Why? This test identifies screeners that may be overconfident vs screeners who lack confidence. The overconfident screener will cause false alarms, while the insecure screener will cause extra secondary searches of bags.

Sustained Attention

Measures consistent reaction time to rapidly changing images, ensuring that screeners can focus on their task without loss of attention. Why? X-ray screening is a monotonous task which requires full concentration and attention. In 20 minutes a screener is expected to screen 240 bags. It is therefore essential to determine the ability of a person to concentrate.

Visual Closure

Evaluates the ability to recognise items when only small parts of the item are visible, by effectively utilising visual memory. Why? An X-ray image of a bag usually presents multiple overlapping items. A screener can recognise those items by effectively using their visual memory and ability to spot key markers which can be used to identify the object.

Personality test

A specialised questionnaire to ensure candidates possess the right personality traits. Why? We have identified 16 personality traits that can contribute to effective performance. For example diligence, assertiveness and self-consciousness.

PRE-M RECRUITMENT TESTING LICENSING

How to Purchase Pre-M Recruitment Testing

The Pre-M License consists of two parts:

Pre-M License

A Pre-M License must be purchased for each computer that it will be installed on. This means that if you would like to use Pre-M on two separate computers, you will need to purchase two licenses. The License does not run out, so you do not need to worry about renewing it.

Pre-M Tests

Tests must also be purchased for each Pre-M License. Once you have used up all your initial Tests, you are then able to top up quickly and easily by contacting us.

How to validate Pre-M Recruitment Testing

Pre-M can be calibrated so that it takes into consideration the score of existing employees. This ensures that new candidates will possess at least the same qualifications as your existing workforce.
The following details the stages required for the calibration of Pre-M to your company’s norms:

First stage:

  • Pre-M is installed for the sole purpose of collecting data. At least 50 employees for each job within the organisation are tested. Baggage screeners, for instance, constitute one job role within an organisation. Therefore, if the company wishes to use the system for recruiting baggage screeners, then at least 50 current employees with this job role should be tested at this stage.
  • Test results of all 50 participants, together with validity criteria, i.e. Simfox results, are sent via e-mail to Renful where they are analysed for the development of your company’s norms.

Second stage:

  • This is the data analysis stage. Local norms are built, tests scores are compared to criteria data. Two to three weeks after the arrival of data, you will receive individual reports regarding the initial norm sample, one report for each participant.
  • It should be noted that 50 participants is a restricted sample for the purpose of building stable norms. Therefore, we will give the client the option to test 30 more participants, and get a report within 24 hours of data arrival.

Third stage:

  • Pre-M is installed with local norms and the option to produce individual reports independently. This stage is accomplished 1 month after the completion of 80 tests.
  • We will gladly supply regular services for updating the norms (on the basis of larger groups), or country-dependent norms (participants tested in different countries or different languages) or age-dependent norms (for the attention and vigilance tests) as long as the appropriate data is supplied. Reaction time is 4-14 days, depending on the amount of data.

Why is Pre-M Recruitment Testing Software the Right Choice For Your Company

Renful Premier Technologies offers high-class services and products. Whether we are talking about security products based on artificial intelligence, training courses or consulting, Renful Premier Technologies guarantees the quality of its products.

If you still haven't found the product you are looking for or if you want to choose from a wider range of products, we have made the Products Catalogue available to you.

Of course, if you need support or additional information, the Renful Premier Technologies team is at your disposal.

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