Talent Connection Blog

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,

A record 4.5 million American workers quit their jobs, and employers posted 10.6 million job openings in November 2021.  Recent surveys reveal that workers are walking out the door searching for work-life balance, appropriate compensation, and benefits – and people may continue to quit in large numbers throughout 2022. In this era of the Great Resignation and war for talent, recruiters and executives can no longer believe that candidates for their jobs are ubiquitous and employees are fungible. Instead, businesses must immediately implement employee-centric policies to nudge out the competition to attract and recruit the top talent in today’s competitive

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.

In the past 12 months, over 19 million US workers have quit their jobs, and it’s getting even worse since employees are willing to quit without another job in the pipeline. Instead of investigating the true causes of attrition, many companies are jumping to well-intentioned quick fixes such as increasing financial perks, offering bonuses, and promoting employees. This transaction might be a short-term solution; nonetheless, with other companies offering the same or more, employees are switching jobs and sometimes entire industries. To start turning attrition into attraction, companies must make an effort to strengthen the relational ties people have with

Teams are a critical part of today’s workforce. One wide-ranging study across industries found that 75% of cross-department teams are dysfunctional. Some of the reasons for failure include problems with coordination, motivation, competition, and waiting too long to address these issues.  This article discusses using assessments for effective team development to build trust, mitigate conflict, encourage communications, and increase collaboration. 1. Define the hallmarks of a strong team Before using assessments to uncover performance issues, identify how your company defines the hallmarks of a strong team. Typically, the strongest teams are characterized by transparent and fair communication. They also have

All HR managers and recruiters understand the importance and benefits of standardizing and optimizing the interview process. Yet, many fail to realize the consequences of providing a poor experience to candidates during the selection process. A poor candidate experience can directly affect a company’s reputation. A recent survey suggests 72% of job seekers report bad candidate experiences on sites like Glassdoor, social media, or directly to a colleague or friend. It can discourage good candidates from applying, limit a company’s future talent pool, and increase hiring costs down the line. Below are five hiring etiquettes that can significantly improve candidates’

Every organization understands that acquiring the best people and developing and retaining them is critical to gaining a competitive advantage. Companies are looking to leverage HR assessments to create synergies between talent acquisition and development initiatives. Yet, several businesses struggle to use these tools effectively for their unique business needs. This article highlights basic concepts about HR assessment tools that can add tremendous value to your selection and development process. 1. Understand the four V’s – Vision, Validity, Verification, and Value There’s a wide range of HR assessment tools, methods, and strategies you can use to evaluate your candidates’ competencies

With the impacts of the pandemic and rising attention to race and gender-based issues, employees are seeking companies that demonstrate commitment to Diversity, Equity, and Inclusion (DEI). Building a workforce characterized by DEI has delivered vital benefits to businesses. Yet, many companies are struggling to push DEI efforts.  Let’s dive into how DEI considerations can be embedded to build and maintain diverse, equitable, and inclusive workplaces. What is DEI? Let’s first understand what DEI is. Diversity is the presence of differences within a given setting. Equity ensures everyone has access to the same treatment, opportunities, and advancement. Inclusion refers to how people with

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