Generational Differences: The Newest Way To Justify A Bad Hire

June 29, 2015

A recent study of over 500,000 test results through our ASSESS competency based personality assessment challenges the conventional wisdom about differences among generations – While differences among generations certainly exist, it is competencies that matter more than a person’s age. Our paper details the key competencies exhibited by successful restaurant workers regardless of generation.

Download this White Paper HERE

 

 

 

39 Hiring Stats to Help You Win the Recruitment War!

June 9, 2015

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.

Click HERE to view this research report

 

The Truth Bias – Its Impact on Recruitment

May 10, 2015

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

5 Reasons Your Job Advertisements Aren’t Working

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:

1. The Ad Is Difficult to Read

When you review an applicant’s resume, Continue reading

How to Assess Candidates Faster, Easier and Cut Costs – Discover On Demand Video Interviewing.

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

Three Common Traps to Avoid When Hiring

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 Assessment Upgrades – 2015

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

PeopleCLUES Upgrades 2015  – Psychometric  Employment Assessment

Improvements to PeopleCLUES Assessments

Shorter Personality and Attitude Assessments

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