For most companies today, the decision whether to assess or not to assess is based on pricing and speedy results, compromising with low cost solutions prone to a “done is better than good” approach.
Service providers in the assessments space become hell-bent on winning contracts, compromising on solution value they offer their clients. There is a concerning trend surfacing in the industry where suppliers are not applying best practises in terms of assessing candidates holistically, and also using cheaper tools that are not as robust.
In general, these hiring mistakes happen because a candidate’s technical competence or skills set is accepted at “face value” (what it seems) instead of “par value” (what it is).
Cognitive assessment scoring rating as the highest indicator of performance forecasting, yet many organisations still opt for one-dimensional personality testing results as their primary “proving metric” of employee potential and competence.
Ensure job-fit by better understanding your candidates’ likely interpersonal style, how they are likely to approach tasks, respond to pressure and deal with conflict.
Assessments, testing and evaluation activities are predominantly viewed strategic tools to the sole advantage of companies and employers in making the correct hiring decisions when in fact there is a two-way value stream to the benefit of both company and candidate....
Predictive analytics about human behaviour is the talk of the town in recruitment right now, and AI probability modelling techniques are increasingly utilised in talent acquisition practices.
The technology disruption evident in applicant tracking, sourcing, screening and assessment tools have more than doubled in the last three years, according to the Deloitte Insights Human Capital Trends for 2017 report.
An integrity test is a personality test designed to assess your applicant’s tendency to be honest, trustworthy, reliable and dependable.
A lack of integrity has been shown to be associated with counterproductive behavior such as theft, violence, disciplinary problems, and absenteeism.
Candidates dislike them and they reflect badly on company using them. Firstly, candidates understand that you, as am employer, care about having a fair and equitable recruitment process, in which each and every candidate is assessed on his and her own merits. They...
Candidates tell us what they want us to hear This objection relates to what we call ‘fake-ability’: how easily the candidate can create an overly favourableimpression by answering questions in what they think is the most appropriate way. Firstly, this isn’t possible...
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