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.