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.
Recommended Assessment and Selection Tools Resources
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Explore the challenges of diversity recruiting, trends in the HR tech world, and strategies for facilitating better organizational communication.
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.
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.
With a new wave of millennials entering the workforce, and the continued growth of the economy, the competition for quality talent is heating up. However, while the level of talent is increasing, sourcing that talent is becoming far more difficult. A recent analysis of the U.S. labor market indicates that 42% of key U.S. markets exhibit undesirable sourcing conditions for employers.
Recruiting strategies and technologies are advancing at a rapid pace, and if you're still planning for today you might get left behind. Watch this webcast for a peek at the trends that are coming in 2016 and how to get started today.
In a blog post, workplace engagement expert, Kevin Sheridan, took issue with the notion that “employee engagement” has run its course and has instead become a routine “check-the-box” exercise. He suggests, rightly, that perhaps we should start holding the people checking the box accountable for defining, encouraging, and measuring engagement at their organizations. When a process that involves people becomes thoughtless and perfunctory, it guarantees bad results. A case in point is reference checking. Organizations that consider reference checking to be a worthless, low-value activity get worthless, low-value feedback—or worse, no feedback at all—about potential new hires.
Most of us can point to at least one situation where an external candidate was hired and turned out to not have the ability to succeed. The result was poor performance, a distracted team, and an unpleasant parting of ways. For many of us, there ...Read more
When companies base hiring decisions on high quality reference feedback and data about candidates, they increase staff retention and productivity, and reduce legal risks.
But the traditional method of checking references by telephone is ...Read more
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