Assessment and Selection Tools

Use assessments and evaluations to select the right talent

Selecting the right talent for your organization requires thorough evaluations and accurate measurements. Today’s companies use a variety of assessment methods to determine a candidate’s skill level, competencies, and behaviors in a variety of work scenarios. Discover the types of assessments being used for candidate evaluation and how to create your own assessment strategy to select the right talent.

Strategic Talent Acquisition (STA) Certification

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Learn More about Assessment and Selection Tools with our Top Resources

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Hiring In & For the Future: The Keys to Talent Acquisition are Engagement and Retention

December 9, 2015 | Randi Kenney | HCI

In an HCI webinar earlier this year, Talent Analytics: Turning Reference Checking into a Strategic Asset, Ryan Cook, Global VP of Talent Acquisition for CH2M was one of three hiring leaders who shared insights, challenges, and high priority initiatives. Discussion focused not only on specific ways technology is enhancing the hiring process, but also on the strategic focus that is defining the talent-driven future of their organizations.

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Is Your Hiring Process Fair? How To Know and Why It Matters

December 2, 2015 | David Szary

The primary focus of talent acquisition is, necessarily, on high quality hiring with speed and efficiency. The eyes are on the prize: the talented, shiny new hire. But what about the thousands of candidates that enter the hiring process only to never get hired? What are they thinking and feeling as they exit the process without the desired outcome? And why should you be concerned about it?

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An Insider's Guide to I/O Psychology: Cutting Through the Confusion To Make Better Hiring Decisions

November 18, 2015 | Cynthia A. Hedricks, Ph.D.

I/O psychologists use behavioral science to help organizations improve every aspect of the hiring process. Join this webcast to discover how behavioral science can help you see through unproving marketing claims for solving talent issues, identify real science that delivers results and help your recruitment team make decisions like behavioral science experts.

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Structured Interviewing: How to Architect an Effective Process and Get Organizational Buy-In

November 17, 2015 | Jan Fiegel

A structured interview process offers innumerable benefits, ranging from an increase in predictive accuracy to decrease of interviewer bias. Join Jan Fiegel, a recent presenter at the Recruiting Optimization Roadshow in NYC and Head of Recruiting at Oscar Health, as he discusses how he has transformed the interview process at Oscar Health to systematically drive success.

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Are You Still Playing Hit-or-Miss With Your Talent Decisions?

November 17, 2015 | Duke Daehling, Michael Woodward

On average, 39% of recent hires would not be rehired, which means a lot of hiring mistakes are being made. Hyper-competition for top talent in a candidate driven market requires a new approach. Join this webcast and learn how to leverage workforce analytics data, understand the power of candidate experience and engagement and see best-in-class examples from industry experts.

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3 Examples of Using Behavior Assessments to Boost the Bottom Line

November 3, 2015 | Mike Zani | HCI

Today, 80% of Fortune 500 companies use behavior assessments in their “hire to retire” lifecycle. 94% of best-in-class organizations leverage behavioral assessments. And 75% of those organizations directly attribute revenue changes and profitability to these assessments. This isn’t just a coincidence. Using behavioral assessments for hiring, team-building and management has been shown to not only improve a company’s hiring success rate, but also its bottom line. Here are examples of 3 different companies that used behavior assessments to impact their businesses.

BlogBlog

Embrace Data-Driven Talent Decisions for Your Company’s Future

October 28, 2015 | Randi Kenney | HCI

Think back to the last time you made a hiring decision. What information did you have at your fingertips to guide that decision? Certainly you had a resume and perhaps a cover letter or portfolio. Maybe you’d interviewed with the candidate over the phone or in person, once or several times. Perhaps the candidate also interviewed with a number of other people and they all shared their feedback with you. Did you call any references? What about pre-hire assessments?

Strategic Talent Acquisition (STA) Certification

Enroll Now: Strategic Talent Acquisition Certification Program

Build a new set of competencies to meet the talent needs of the organization today, and provide the agility it will need for tomorrow.

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Strategic Talent Acquisition (STA) Certification

Build a customer-centric talent acquisition strategy.

Align your efforts with the needs of the business.

Learn More