Recruiters spend an average of six seconds scanning a CV to determine if they want to consider an applicant or not, but even the best #recruiters will miss great candidates. Is #AI the key to #modernising the #recruiting process and lessening unconscious...
A rockstar CV filled with bells and whistles of achievements and accolades... Tick Reasonable salary expectations that are fitting into the constrained budget... Tick Glowing references and recommendation letters...Tick Experience perfectly aligned with the job......
Measuring honesty is beneficial in many ways. Companies perceived as bastions of integrity are seen as more credible to investors, clients and employees. Credibility generates trust, productivity, sales, market share and promotional opportunities, all of these being catalysts to maximising profit and establishing a stellar employer brand.
There is never a guarantee on candidate performance success, but one can manage the hiring risks and significantly improve the success of a graduate programme by utilising psychometric assessments to supplement the screening and interviewing processes.
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....
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