CATEGORY: Assessments

How the latest developments in online skills testing and assessments can help your organization find and keep the best talent out there. RSS-Feed

How to Stop Candidates from Gaming the Interview Process

Posted by Chris Fields

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Breaking News! People lie during job interviews. Some companies also lie during job interviews, but we’re not discussing lies, per say, today, we are discussing “gaming the interview.” You may be wondering what that even means. Well, gaming the interview happens when a candidate doesn’t flat out lie yet gives a response that can be misinterpreted to get the job. For example, if you ask candidates why they want the position, they might say, “I am passionate about this kind of work.” Well maybe they are, but you can’t prove passion, and the word “passion” has become an overused cliché. What is Gaming the Interview? “Gaming the interview” is not the same as the gamification of the hiring process. Some companies do [...]
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Measure What Matters – Why Interviews Are Unreliable

Posted by Michael D. Haberman

pre-employment assessment

“An interview can profoundly affect the candidate's decision to join or not to join a company.” --Interview EDGE, Volume 2, Number 6 Interviews are universally used by companies to make selection decisions on candidates, but, as the quote above states, candidates also use the interview to make their selection decisions on which company they will join. If interviews are so important, why is the interview process so universally bad and an unreliable predictor of the success of a candidate? The interview is a test The interview is a test under the Uniform Guidelines on Employee Selection Procedures. It is used to determine if employers are discriminatory in their hiring procedures. The “test” must meet the standard of being both [...]
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Valid Testing Lowers the Risk of Discrimination Suits

Posted by Michael D. Haberman

valid testing

What is the purpose of an employment test? The answer: to reduce the number of candidates for a position, thus making the selection process more manageable. Unfortunately, using an improper test will potentially make the process more biased and put the organization using the improper test at risk for litigation if the test is proven unreliable. “Tests”, be they cognitive tests or tests of physical ability, can be used, and have been used, to screen candidates out of a position. The Equal Employment Opportunity Commission (EEOC) has guidelines requiring tests, and also interviews, be both valid and reliable. This means that a test needs to actually test what it claims to be testing, and it has to do so time after time. The test must al [...]
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Don’t DIY Your Employment Tests

Posted by Melissa Fairman

recruiting science art

Like many HR pros, I have lived the “Skilled Labor Hard to Find” headlines.  At one company, we had a hard time finding employees with strong math and computer skills. The HR team set out to “solve” this gap by analyzing our locations: Which had high turnover? Low turnover? Which was most productive? Which had the least errors? We reviewed a lot of data (this company had 100+ locations) and settled on a list of locations we wanted to visit. One location in the Northeast had great productivity numbers, low error rates, and low employee turnover, so we asked the manager for his secret.  He explained that he had a rigorous hiring process: Everyone started as temps so he could “test” them out. After 6 months, if th [...]
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Why Skills Testing Is the Key for Successful Employee Retention

Posted by Kristina Minyard

The online technology to acquire and assess professional skills is constantly improving and increasingly being adopted by human resource departments.  This should move hiring away from being driven by networking power to being driven by skills meritocracy. That’s why a critical step in your hiring process should be skills testing. Leaving this step out of your most important function (recruiting and retaining the best talent) could be setting your organization and your candidates up for failure. According to professor Michael Watkins, 58% of the highest priority hires fail in first 18 months. Unmet expectations are really the culprit here, so you want to do everything you can to effectively communicate and demonstrate expectations [...]
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Should You Recruit Internally or Externally?

Posted by Chris Fields

personalized employee training

It is an age-old HR debate: Should you recruit talent internally or externally? Most HR professionals would probably say, “It depends.” Well, by the end of this article, I will give you my definitive position on the subject, but first, let’s define both options and layout some pros and cons for each. What is internal versus external recruiting? Internal recruiting is the practice of looking for talent within the organization to fill open positions, also known as succession planning. With turnover being very high and tenure being at an all-time low, it’s hard to adequately succession plan. This makes it harder to develop internal talent within the company and facilitates external recruiting, opening the search for talent to o [...]
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The Top Ten Skills That Employers Want [Part 2]

Posted by Michael D. Haberman

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Many people, including me, have conjectured the skill sets needed to remain employed in the future. One thing is clear: Specific technical skills won’t help you survive. With the fast pace of change today, honing in on one specific technical skill will lead to disaster. By the time you master one technical skill, it will likely become as outdated as last year’s app on your phone. Therefore, I take the same approach when choosing my people. In the first part of this article, I mentioned that hard skills are not enough.  If you want to develop an active team who will get on well and cooperate at a deeper level, you need to hire individuals with empathy, intuition or creativity. Here are the next five skills employees need to thriv [...]
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The Top Ten Skills That Employers Want [Part 1]

Posted by Michael D. Haberman

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Rapidly changing technology is in the news every day. Headlines about robots replacing workers, AI taking work from office workers, and driverless trucks and cars are making workers and employers wonder what skills will be necessary to keep people employed. If only HR recruiters had a checklist that could precisely tell them what to look for when selecting their candidates. With so many requirements, recruiters can easily fall into the trap of wanting “everything” from “everybody”. But the truth is, most employers want only ten valuable skills. Below is a list I compiled from a variety of sources. To fend off the robot coming to take your job, you need to have more “people” skills than technical skills. If you read my po [...]
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