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What is your Candidates JobQ?

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).

The value of Cognitive Assessments

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.

Les Misérables of Candidate Mismatching

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....

Assessments: The Roadmaps of Succession Planning & Development Strategies

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.

Why Integrity Assessment should be part of your employee selection

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.

Disproving the myths about Psychometric assessment: Myth 6

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...

Disproving the myths about Psychometric assessment: Myth 5

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...

Disproving the Myths about Psychometric Assessment: Myth 4

The tests don’t have relevance to the real world For some people, its difficult to see how an assessment that asks candidates to guess the next number in a sequence or decide whether a statement proves that Sally likes wearing orange on a Tuesday relate to real-world,...

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