Testing & Assessment

Organisations want to be able to hire, the right person, first time. A 2010 report predicted the global recruitment market to be worth more than $369 billion by 2014, with much of the expense falling into the hands of business looking to recruit. For this reason, businesses are looking more and more at pre-employment screening.

Read more: Why use Skills Testing?

Some time ago I did some work with a consultant friend of mine. We were talking about how we could “enthuse” managers to hold their “one on one reviews” with their department employees.

We wondered why this key business activity was not “habitual” A phrase we coined on many HR polices and practices we found that we were not grounded in daily routine. Here is what we found!

Read more: The Seven Sins of Performance Reviews

Do a quick search through job classified ads and it is very likely that accuracy (often veiled as “detail orientation”) will show up as a required skill or trait in at least half of the jobs. The subsequent question then becomes:  how can hiring managers accurately assess if the candidate has the ability to dot the I’s and cross the T’s?

Read more: Is It Possible to Accurately Test Candidates for Accuracy?

How do you know if you’re an effective leader?

One way to find out is to take a leadership assessment. There are thousands of assessments on the market, so the challenge is finding the one that best fits your needs.   Here is an overview of leadership assessments to help you make an informed choice.

Read more: Leadership Assessments – An Overview

If we are considering the annual type performance review, for most of us the reaction will be relief.  There may be a couple of areas rated high and a couple rated low, but if it balances out and our final score is average (competent) we are probably relieved.

Read more: What Does Your Performance Rating Mean Personally?

Unintentionally H.R and Managers will frequently create and demand excessive experience and requirements within their open job reqs. They generally base these requirements upon their own personal subjective beliefs and opinions; Their Personal Wants, rather than focusing on what is actually Needed to get the Job done. 

Read more: Are You Needlessly over-qualifying candidates? Need help to legally identify better skills?

The O*NET program is the nation's primary source of occupational information. Central to the project is the O*NET database, containing information on hundreds of standardized and occupation-specific descriptors. The database, which is available to the public at no cost, is continually updated by surveying a broad range of workers from each occupation. Information from this database forms the heart of O*NET OnLine, an interactive application for exploring and searching occupations.

Read more: H.R, Employers, Recruiters - are you familiar with the O*Net Resource Center?