Resume Overload – There is a Better Way

August 6, 2014

If you were hiring around the middle of last year you were struggling to attract a “live body”. My, how times have changed. It’s a new world out there. The application pool is in flood! We’re hearing from clients that a hundred plus applications can come through for just one position.

With high unemployment and antiquated employee selection practices, businesses are caught in a vortex of too many CVs and reduced resources to manage the influx of the applications.

For Continue reading

Why Are Traditional Hiring Interviews So Unreliable?

August 6, 2014

Why do employees – hired by the same methods, doing the same job, and managed by the same person – perform so differently? Dependency on the traditional one-on-one unstructured interview is a prime reason.

Let’s first define the “Traditional Interview”…

  1. Traditional interviews are always unstructured, that is the hiring manager sits across the table from the candidate and has a general chat – often in an unstructured environment like the local coffee shop.
  1. Interview questions tend to seek opinions, not Continue reading
Can Job Candidates Fake Personality Tests?

August 6, 2014

I was ordering a book through Amazon, as part of their “up-sell” they recommended additional reading suggestions. I noticed one of the books was titled, “Ace the Corporate Personality Test”. Wow, a book for job candidates to learn how to “pass” personality tests.

The fact that a book has been published to help candidate’s fake personality tests should come as no surprise. All you need to do is search the Internet for “interview questions” or “drug testing” and you’ll get Continue reading

Would You Buy a Car Without an Engine Check?

August 6, 2014

Right off the bat, here’s this week’s tip for hiring and developing employees – If you want a high performing team, concentrate on three essential qualities:

  1. Ensure they have the technical and soft skills to do the job. 
  1. Make sure they can work well with the rest of the team. 
  1. Will the culture, responsibilities and incentives offered by your company motivate them.

In short, a candidate will be a good fit for your organisation if he or she Continue reading

Bad Attitude – Identify It, Before You Hire It

August 4, 2014

Why use psychological testing within your selection process? Isn’t this expensive? Don’t you only use these types of tests for top executive appointments? Don’t I need special training, or an Organisational Psychologist to conduct and interpret the test results?

These are common questions our team at AssessAdvantage field every day. Psychological profiling for employee selection and development has come a long way over the last 10 years. Typically, testing covers two broad areas.

The first relates to the candidates’ personal Continue reading

Behaviour Vs Personality  Or, the Car Looks Fabulous, but the Engine is Unreliable

August 4, 2014

It’s human nature, we are all guilty of making judgments about a person based on personality. Psychologists call this, Implicit Personality Theory, or First Impression Error. Ever hear yourself or others making statements along these lines?

“Mike is so compulsive about details; he’s probably an accountant”.

“Mary’s house is perfect. Even magazines on the coffee table are placed so the spines are aligned. You can tell she is an architect”.

“A friendly, persuasive guy like Ian should be in sales. Continue reading

Best Practice Process for Filtering Candidates on PrevueAPS

July 28, 2014

The Prevue Applicant Tracking System is your one stop tool for an easy hiring process. The system is designed to help you to say goodbye to trawling through tons of applications by effectively replicating a CV and application form in one. It asks all you would want to know from a candidate in a systematic, user friendly way that will save you time, money and deliver better hires!

CVs only contain the information candidates want you to know, not the Continue reading