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
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