CATEGORY: Recruiting

The latest ideas and innovations to help you find the best person for the job today. RSS-Feed

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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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 By the time you master one technical skill, it will likely become as outdated as last year’s app on your phone.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

skills__leftf

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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The Cybersecurity Skills Shortage: How to Staff for Information Technology Security Amidst a Skills Shortage

Posted by Eric Friedman

The shortage of cybersecurity specialists remains at a high level as the cyber attack complexity increases from year to year. At a global level, the labor market fails to meet the demand for qualified staff because technological solutions and security practices must keep pace not only with current Cloud and Internet of Things (IoT) technologies but also with emerging technologies, concepts and ideas. A McAfee infographic indicates that 82% of the organizations report a shortage of cybersecurity skills, more than any other area in IT. Moreover, a survey conducted by the Enterprise Strategy Group (ESG) and the Information Systems Security Association (ISSA) asked 437 cybersecurity professionals about the impact of the cybersecurit [...]
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How to Beat the Skills Gap

Posted by Chris Fields

skills gap analysis

With nearly 6,000,000 open jobs in America right now, why are some many people complaining about finding a job? The biggest reason is the Skills Gap, a.k.a. the Talent Gap. But what does it REALLY mean? The ACT.org defines skills gap as “the difference between skills needed for a job versus skills possessed by a worker.” I believe that definition is an oversimplification of the Skills Gap. The true definition of the Skills Gap is far more complex, expensive and complicated. The Gap Works Both Ways First, let’s all agree that Skills Gap is not only about applicants. Employers are part of the problem as well. I spend a lot of time reading job descriptions on job boards and researching companies. Most of the job descriptions [...]
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Skills Assessment and Training Go Hand and Hand

Posted by Jeremy Tillman

In a day and age where business's move at the speed of lightning, employee training is often playing catch up. It's not enough anymore to just give employees access to a large library of training and expect them to take the time to, well, Train Up. We have to put the right tools and the right content in their hands at the time they need them. So could skills testing help a company align the right training? Absolutely! TrainUp.com strategically uses skill based testing to identify learning needs, highlight areas of strength and expose areas of growth both before and after employment. For a pharmaceutical client's sales teams we leveraged a partner skill assessment to identify where the current level of skills for each sales pe [...]
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Hire your Next Leaders using Leadership Skills Tests

Posted by Michael D. Haberman

are recruiters too picky eskill

Article after article over the past several years has talked about the crisis in leadership. Whether it is in politics or in business, people are less than happy with their leadership. One study revealed, “Less than a quarter of people see leaders as effective, while just 13% think their leaders take appropriate responsibility.” Another study revealed, “Our latest global leadership research confirmed the suspicions of many in the industry: that an exclusive reliance on formal programs for leadership development is one of the causes of the current dearth of available leadership talent.” With an increase with women in the workplace and the need for empathy in the workplace, how does a company respond to these issues in the selecti [...]
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Discrimination in the Workplace can sneak into the Best Intentioned Hiring practice

Posted by Eric Friedman

avoid employment law issues

How to Avoid this Pitfall and the Resulting Litigation A grocery distribution company needed to hire warehouse workers where the job required lifting 50 lb. boxes, so they conducted a mechanical handle-pulling test on a pool of candidates. They gave the person who could lift the most weight beyond 50 pounds the highest score and ranked that person as “the most job-fit.” The test for upper body strength was valid given the lifting tasks. The test lifting against mechanical resistance to simulate box lifting was a valid test. However, the implementation (scoring) that screened-in those who lifted the most weight was NOT valid because the job only required that the worker needed to lift 50 lb. boxes. Moreover, such a test discrim [...]
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