Assessment

An HCI Topic

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.

Featured in Assessment:

Blog

Three Reasons to Invest in Your Internal Mobility Program

Blog | Author: Daniel Fogel | Source: HCI | Published: 1 day ago

 “Here's a recruiting riddle: What costs more but often works worse? Outside hires.”
Rachel Emma Silverman and Lauren Weber for the Wall Street Journal
 
Internal mobility, talent mobility, internal career programs, the name you choose to call it is not as important as the concept it conveys.  Internal mobility programs are designed to move talent from role to role within the company.  Industry leading companies like McGraw Hill, Sodexo, and Google are leveraging internal mobility programs for their benefit and you should be too.  

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Predictive Data

Gaining More Predictive Data from References

Blog | Author: Daniel Fogel | Source: HCI | Published: August 26, 2014

Why don’t we start by acknowledging the big elephant in the room?  It’s reference-checking.  A lot of companies don’t bother with reference-checks on their candidates, or they think they’re doing them well already.  The feeling persists that the reference-check only confirms information the hiring manager or recruiter can see on the resume, and that there’s also a fear of legal risk. 
 
That’s a shame, because when reference-checks are executed well, they are absolutely vital for your hiring decisions.  

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Reliable Quality

Do You Have a Reliable Quality of Hire Metric?

Blog | Author: Jill Kocian - Director, Solutions Architecture and Enhanced Services at KellyOCG | Source: HCI | Published: August 22, 2014

A question I’m often asked by clients is centered on how they can quantifiably measure the quality of their new hires. But how exactly do you extract a reliable ‘hard’ measurement from relatively ‘soft’ data? Ask the right questions, and ask often, might be a good way to start.

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Do Your Mobile Job

Mobile On-demand Assessment Has a Job to Do

Blog | Author: James H. Killian, Ph.D. | Source: HCI | Published: August 19, 2014

Pre-employment testing and assessment, when done right, add tremendous value in the hiring process.  Industrial/Organizational (I/O) Psychologists have collected more than enough aggregate data to show that our methods are far more predictive and useful than other methods like the unstructured interview.  Yet every company still leverages the interview and not every company leverages testing and assessment to support hiring decisions. As noted in previous blogs it is critical to know what test is being used, why it is being used and how the results are being used in order to attain maximum value.  

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