Step 4

Transition from 473 Exam to the Virtual Entry Assessments

In recent years, the United States Postal Service sought out ways to improve the effectiveness of its hiring efforts. They focused on three main goals:

• Increase Efficiency
• Reduce Turnover 30% – 50%
• Boost New Hire Performance

They also wanted a way for candidates to understand the demands of the job and the culture of the organization they’re applying to join BEFORE accepting a job offer. The USPS desired an approach that not only addresses the needs of themselves as the hiring organization, but also addresses the needs of the candidate.

During the latter part of 2018, a decision was made to move away from the outdated process used for decades and to implement an innovative approach to hiring called Virtual Entry Assessment (VEA).

The technology that drives the VEA combines selection science and predictive modeling. This groundbreaking new science was developed by PHD-level selection scientists dedicated exclusively to talent analytics and custom assessment development.

The USPS no longer tests the candidate’s basic aptitude with subjects like Address Checking, Forms Completion, Coding and Memory. The new assessment focuses on the following:

• Simulated customer/coworker interactions
• Situational judgment
• Critical Thinking
• Behavioral work style
• Culture fit
• Problem solving
• Workflow management
• Prioritization

By utilizing the Virtual Entry Assessments, USPS is able to evaluate the whole person for a clearer understanding of their skills and potential, while:

• Filtering out poor prospects/li>
• Reducing the number of interviews to be done
• Predicting top performers (keep an eye out for you to fast track you)
• Identifying applicants that will hit the ground running

“Choose a job you love, and you will never have to work a day in your life.” – Confucious