It’s a challenging time for recruiters - there are simply more jobs on the market than there are candidates, and many of the best workers are already comfortable in another job. If your job application is too boring or difficult, these passive applicants simply won’t apply, and you could miss out on some amazing talent.
Choosing a tool that automatically ranks your candidates is the most efficient way to significantly decrease your workload and avoid bad hires. The million dollar question is how to automate your candidate rankings without compromising the fairness of your system.
Research has found these traits to be applicable to the majority of job types and industries. As always, we stress the importance of never judging a candidate by one particular trait. Optimize Hire provides one overall score for each candidate and a high score, no matter its makeup, indicates a high likelihood for a productive and helpful employee.
Optimize Hire pre-employment tests evaluate candidates on traits proven by decades of research to predict success at work. Below, we outline the best and worst predictors of job performance based on the research of the top industrial and organizational psychologists in the world. Sometimes people are surprised by these findings and it’s common for companies to use bad predictors to evaluate candidates. If this is you, consider re-evaluating your process and adopt a strategy to screen candidates based on data-driven solutions.
Interviews are an essential part of any hiring process, and like any major business process they come with their own set of problems. Good interviewers are aware of the biases that are inherent in traditional interviews and look for ways to proactively combat them. We’ve curated this list of tips to help eliminate bias in the hiring process and find the best people for your job.
When managers conduct interviews and read resumes without a more objective piece of input like a pre-employment test, they’re more likely to choose people who remind them of themselves. When we choose people just like us to fill empty positions, we miss out on huge growth opportunities for our teams and our companies.
A good talent assessment (there are good ones and bad ones - check out our guide) should make your job easier, optimize your applicant’s experience, and streamline your hiring practices. Most importantly, it should help you identify more qualified applicants who will make your organization more successful.
Creating the hiring system that will help you get the most out of the huge amount of time, energy and money your HR department puts into recruiting will make all the difference. Here are four of the ways we’ve seen this done by our most successful clients.
Decades of research show that structured interviews are fairer and more effective ways to get the best talent on your team. Here we explain why.
There are a plethora of options for pre-employment testing out there and it seems like they’re all offering you the same thing: employees who are more likely to be successful in the job. However, the accuracy of these tests can be drastically different, so it’s important to know what separates good pre-employment testing from bad pre-employment testing.