WEBselex® for Retail
Information | Validity
Bottom Line Results
After implementing WEBselex for Retail, one large national retailer realized a 50% decrease in turnover that resulted in a savings of six million dollars annually in replacement costs alone. The retailer also obtained a 50% reduction in inventory shrinkage. These results were achieved with the implementation of WEBselex for Retail at over 4,000 stores nationwide for the selection of store associates and store management.
Appropriate Jobs
This predictor assessment is appropriate for retail positions. The assessment has been validated on samples of retail positions for several national retailers. This assessment includes a Management Potential predictor scale that has been validated for entry-level retail management positions.

Assessment Description
WEBselex for Retail 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 Retail predictor assessment contains 80 items. The items are multiple-choice ranging from 5 to 10 response options. An average applicant for these positions can complete the assessment in 30 minutes or less.

Predicted Work Outcomes
The WEBselex for Retail assessment predicts five independent work outcomes.

Performance - Defined as overall effectiveness in a retail setting, including problem solving, ability to work independently, and communication skills.

Customer Service - Defined as positive customer service attitudes and performance, including cheerfulness, poise, patience, empathy, and control in dealing with difficult customers, and a willingness to take the time needed to satisfy the customer.

Dependability - Defined as prompt arrival to work and return from breaks, avoiding absences from work, and dependability in meeting deadlines and appointments.

Retention - Defined as stability in the job, likelihood to remain employed with the company, and overall satisfaction with the job.

Management Potential - Defined as level of interest in future management positions and likelihood of success in a management position.

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 3-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 Retail assessment has been obtained in several national retail organizations. One example is a study completed on a sample of retail employees at a large national retailer. The criterion measures were performance factors based on supervisor ratings. When each of the five predictor scale scores were correlated against their respective target criterion factors, the resulting coefficients ranged from .24 to .32. Another study conducted on a sample of entry-level retail managers resulted in a correlation coefficient of .34 against overall management performance. As per the Brogden (1946) interpretation of the validity coefficient as a measure of predictive efficiency, an observed validity of this magnitude can be used to improve overall performance for these positions by an average of 34% within the range of possible gain.

Assessment Norms
Assessment norms are based on an aggregated national sample of over 200,000 qualified applicants for entry-level positions at several national retailers.


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