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.
“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.
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.