Talent Connection Blog

Hiring assessments are used by employers around the world to identify and measure a candidate’s skills, abilities, and personality traits. They can also be used to improve employee satisfaction by identifying a better job fit or alignment with company cultural. When an individual’s natural tendencies are aligned to the needs of a given job, they’re more likely to feel a sense of fulfillment. You know it when you see it – that employee who’s in early, stays late, and you can tell they enjoy the work. Hiring assessments are a great tool when it comes to increasing the chances of

In either personal or professional coaching, the method is the same: the coach assists the client throughout the development process. Whether that be breaking past beliefs that keep the client stuck in life or helping them along the path to a specific goal, helping a client through this process will require two key things. The first is an understanding of where the client currently resides in their life, relationships, career, etc., and the second is a clear vision of where the client intends to go. These two concepts, especially the client’s current standing, can be clarified thanks to assessment insights

The idea behind hiring assessments is to distinguish a person’s qualifications during the hiring process. Employers use assessments as tools to narrow down those candidates being considered for a specific job. The assessment is completed by the candidate, either in person or online, and reveals underlying qualities that are otherwise difficult to portray on their resume or during the interview. In some cases, if someone has already been offered a position, the assessment may be administered to evaluate his or her potential for future development. It’s important to remember that different types of assessments are designed to serve different purposes.

Hiring assessments come in all shapes and sizes. Pre-employment testing, employment assessments, recruiting assessments, pre-hire assessments… the names may vary, but the goal remains the same: make more successful hires. To accomplish this  using hiring assessments, it’s important to choose the RIGHT assessment for your business. There are three main categories of hiring assessment types: personality assessments, cognitive ability assessments, and skills assessments. Personality assessments reveal personality factors and interpersonal skills, such as those that compose the popular Five-Factor Model, which consists of openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. While these can provide information that’s enjoyable to digest,

Work from home or return to office? The great debate of 2021 is a multiheaded monster.  Is remote work the new paradigm? Or will everyone return to the office after the pandemic fades away? Do employees prefer the new work-from-home lifestyle? Or are they itching to get back into the building? Are people more productive working remotely because there are fewer distractions? Or are they less productive working remotely because there are more distractions? If you’ve been following the debate, there’s only one thing you can say for certain: Every expert thinks they have the right answer.  Two immediate problems

There are multiple types of hiring assessments and several reasons why a company might want to employ them in the hiring process. Hiring assessments can be used to test an applicant’s skills, accelerate the hiring process, and increase the quality of interviews. Your reasons for deciding to use assessments as part of your hiring process will affect what type of assessments you use. Assessment types include job knowledge tests, integrity tests, cognitive ability tests, personality tests, emotional intelligence tests, or skills and physical abilities tests. Each type of assessment will provide different information about your candidate; that’s why it is

The hiring process has traditionally adhered to the screening-out mentality. What does this candidate bring to the table that we don’t like? What problems do we anticipate if we hire this person? What are the negatives? However, this type of decision-making is causing us to focus on things that don’t matter as much as we think they do. Eliminating candidates before they get too far in the hiring process is often a missed opportunity. The primary goal of any recruitment process should always be to identify the right person for the job. This is especially true in the current employment

With the age of technology in full swing, opportunities abound for companies to adopt new, modern techniques to help improve their business processes. One such technique, particularly useful in the hiring process, is known as a psychometric-based assessment. Psychometrics refer to a type of test or assessment that analyzes and recognizes patterns of behavior and measurable personality traits. The science of psychometrics integrates the fields of psychology and mathematics to create algorithms that analyze scores. This is particularly helpful when assessing various cognitive and behavioral ability levels. With the help of psychometrics, employers can identify the best candidates for roles

Sarah is a 31-year-old Client Relations VP at an established firm and seeks a Program Manager to implement her service initiatives. A recruiter has sent several candidates with varying degrees of qualification. Today, she’s interviewing Jacob, whose resume closely aligns with the role.  When Jacob sits down for the interview, Sarah offhandedly notices that he appears to be in his late 40s. She asks good questions and Jacob provides encouraging responses. However, nagging thoughts start creeping around the back of Sarah’s mind: Jacob might resent having to take direction from someone 15 years younger than him. He may push back,

Measure your way to success with Talassure Assessments, delivering insights that improve workforce performance.  Could your organization improve in any of the following areas?  Workforce engagement Job matching Talent retention Leadership development Sales performance Team Effectiveness Employee morale  If your answer is yes, now is the time to explore new solutions for managing your most important resource: your people. Today’s workforce has outgrown yesterday’s management practices. Engagement, fulfillment, opportunities for growth. Far more than “nice to have” advantages, these concepts are held in high regard by today’s professionals and in fact are the primary reason talented people choose to work