Our go-to assessment for hiring service industry workers is PeopleCLUES. A division of the PeopleMatter Institute.
Recently, the PeopleMatter Institute got 1,000 service-industry employers to tell them everything about their employee hiring — what they’re doing, what’s working and what’s keeping them up at night. Please take note of how many companies that employ more than 50 staff are using an online application system to cut admin cost and get better hires.
This week I am reading an interesting book by Pamela Meyer, “Liespotting, Proven Techniques to Detect Deception”. The key concept of this book is the psychological construct, the Truth Bias. So, what is the Truth Bias?
Psychologists define this bias as, unless we’re given a reason to believe otherwise, human beings (Kiwis in particular) are generally hardwired to assume that what we are told is the truth and what we see is real. People tend to want to believe what Continue reading →
Although referrals from professional and social networks can be the best method for finding candidates for an open position, a job ad can also successfully bring the right candidate to your company. When a job ad fails, it’s usually because of five common mistakes.
Keep the following reasons why some ads don’t work in mind the next time you post a job ad offline or online:
In the recent past, many companies looking to recruit were forced to use conventional methods of written applications and face to face interviews. If they were pursuing candidates from other geographical areas they would need to use telephone interviews, or time consuming Skype interviews. This is a highly inefficient use of time encouraging Hiring Managers to rush through the process. In many cases this would lead to hiring a “horror story” and costly exit strategies. Internet technology has introduced a Continue reading →
I have spent the last 20 years studying what science tells us is the best way to hire (or the things we should not do). This has been supported with practical ‘real life’ experience working with hundreds of clients. I have witnessed three common traps that surface time and time again. Here they are:
1. Managers tend to hire their own image.
2. Decision to hire is based on how well a candidate ‘performs’ at interview.
3. Hiring Managers Place Continue reading →
Prevue Assessments are celebrating their 21th anniversary by implementing two types of upgrades:
Test Administration Upgrades:
These are changes to the administration of the Assessments through assessmentstation.com and are comprised of:
1. Request test taker for gender identification when they arrive at assessmentstation.com through a self-registration facility or the Prevue Applicant Processing account.
2. Add a new test takers website that test takers can access from the home page of assessmentstation.com to view information about psychometric testing or the Prevue Continue reading →
We’ve listened to your feedback and have built an assessment that still provides great information on your applicants with fewer questions! The Personality assessment is going from 70 questions to 45 questions. The Attitude assessment is going from 140 questions (all scales) to 45 questions (all scales).
Attitude Report – Improved Reporting Graphics
The reports for the shortened assessments now more closely resemble the existing Job Fit report. Hiring managers can Continue reading →
Research on how many job applicants make false claims in their CVs varies from a low 4 to a high 6 in 10. Most of these false claims are about the candidate’s education, career history and duties. Irrespective of the stats, it is safe to say that CVs will only tell you what the candidate wants you to know, not what you need to know. Over the years I have become quite blasé with using CVs as a hiring tool. Continue reading →
A recent study by the University of Toledo demonstrated that a group of interviewers had, for the most part, made up their mind within 15 seconds of meeting the candidate – that’s as long as it takes for the parties to sit down!
Hiring and retaining talent is always promoted by business leaders as the key to business success; but most managers are less “scientific” about hiring their “greatest resource” than when buying a piece of office equipment – they Continue reading →