Brassring

Kenexa is best suited for job postings, applying, and onboarding candidates.

Less suited for talent management.

My company currently uses the behavioral MDP (Management Development Program) assessment to identify candidates for our training programs, which take place three times a year. This test is one of the determining factors as to whether or not a candidate gains entrance into our MDP cycle. Typically the candidate goes through three phases in the interview. First a phone screen or face-to-face meeting with the Human Resources Field Recruiter, then the invitation to take the Kenexa assessment. Based on the score, the panel interview is scheduled.

We also use the test for current Assistant Store Managers that are seeking a promotion in the near future. In between recruitment cycles, I test the top performers in each zone and give them feedback on areas of opportunity and highlight their strengths with the feedback from their testing.

The assessment breaks the scores down into three categories. 0-20= Fail; 21-49= Pass with Caution; 50-100= Pass. Currently, any candidate, whether internal or external, that fails cannot proceed in the interview process. Candidates are allowed to retest 6 months later.

The Kenexa assessment gives situational examples of real life scenarios and assessing whether or not a candidate can deal with the stresses of retail management.

Kenexa asked a lot of questions that pertained to real life scenarios for retail managers. It is very helpful to see how people react under pressure. It measures the years of experience in comparison to how an individual would react thoroughly.

Some of the more complex math and theory questions may or may not apply to the type of manager we need for this specific industry given all you need is a high school diploma and 2-3 years of management experience to be considered for the role.