The ins & outs of the Kenexa assessment
Daniela Whitfield | TrustRadius Reviewer
July 18, 2016

The ins & outs of the Kenexa assessment

Score 8 out of 10
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Verified User
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Overall Satisfaction with Kenexa

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.

  • Identifies how a candidate will deal with stressful situations within Retail Management.
  • Weeds out potential risk factors with overall performance through detailed, behavioral questions.
  • Assesses key behavioral categories that a manager needs to be successful.
  • Some of the questions under situational judgment are subjective and don't take into account different scenarios.
  • The test is a little lengthy.
  • Some people do not test well and I am not sure if there is a contingency built in for that margin of error.
  • Kenexa has assisted us in identifying top talent within our target market of applicants.
  • Kenexa may exclude potentially good associates that don't test well.
  • Kenexa clearly defines specific categories and general notes for training, development, & coaching of associates on areas of opportunity.
  • Assess
We recently started using Assess for our Food Service and Area Managers and the results have not been as accurate as Kenexa. We have since made some bad hires off the results of Assess, we have had one particular Area Manager that scored in the "Best" category and her behavior on the job did not correlate at all with her test scores. Though the test breaks each section down with a little bit more detail, I have found it difficult to interpret and provide feedback to candidates because some categories didn't have a scale that's easily interpreted.

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.