Back in the day, while working at my first job out of school, I became bored. Shocker, I know. I made the decision that since I now had a year of real life working under my belt, it was time to move on and change jobs. I had a resume and was scouring the Sunday Classified Ads and then snail-mailing resumes and cover letters. No, there were no job boards or websites around at that time.Read more
The questions within an assessment should not only be very closely aligned to the business objectives, but also easy for the applicant to understand the reasoning behind each question. A thoughtfully designed assessment should provide clear connections between the applicant’s ability and the expectations of the job. Without this transparency an organization runs the risk of losing applicant focus during the assessment, thus compromising two key components of a good assessment; reliability and validity.Read more
The struggle to find people to fill open positions is a familiar story for HR leaders. Whether you call it a labor crisis or the “war for talent,” the quest for skilled employees is universal. Executives are frustrated because key roles remain unfilled. Employees are eager to move into new roles, but lack the required skills. The same challenges that prevent people from realizing their potential — insufficient and infrequent access to training and information, coupled with a lack of personalized, contextual learning delivery – also keep companies from cultivating a perennial source of talent. Rather than a labor crisis, we are in the midst of a learning crisis.