Employee turnover is one of the more difficult problems for an organization to overcome. It’s especially troubling when employees make the decision to leave a company, also known as voluntary turnover. There are a lot of factors that can affect the tenure of a hire. Since an employee’s reason for moving on isn’t always clear, it may seem like you couldn’t have done anything to prevent it. However, that may not be the case. In fact, 50% of employees who leave a job voluntarily cite issues with their direct supervisor as their reason for leaving. In other words, people often quit their bosses, not their jobs. That sounds somewhat dire, but there’s a silver lining to this grim statistic: it means employers have more control over voluntary turnover than they think.
Spatial reasoning is a branch of problem-solving ability that is often assessed through pre-employment tests. It is one of the most basic reasoning abilities and is highly correlated to general intelligence, or cognitive aptitude. Employers are often interested in evaluating cognitive aptitude in their job applicants since it’s one of the best ways to predict long-term job performance. However, it may not seem immediately obvious how spatial reasoning is relevant to a lot of jobs. Let’s start by looking at what spatial reasoning actually is.
Pre-employment testing is one of the best ways to predict future job performance. Testing offers valuable insight into your candidates’ cognitive aptitude, personality fit, acquired skills, and general job readiness. Its goal is to give you a clearer picture of each applicant to help you make more informed hiring decisions. Like any tool, though, it pays to know how to use it. Here are four tips on how to get the most out of pre-employment testing.
Millennials now make up the largest share of the United States’ labor force. They also experience the highest percentage of unemployment compared to other groups, about 11.5%. With so many articles written about how to attract and engage with millennial talent, it seems odd that the most over-analyzed generation (and their potential employers) can’t catch a break. But when it comes to hiring millennials, companies just have to know what to look for.
Identifying as an introvert or an extrovert is a brief way to express a lot about who you are. It’s often a central component of personality assessments, and people tend to wear their label proudly. And while many personality tests used for pre-employment screening measure a candidate’s level of extroversion or introversion, there are a lot of misconceptions about how these traits should be interpreted when making your hiring decisions. In order to get to the heart of how these descriptors relate to job fit, it’s helpful to first understand what they’re actually evaluating.
In today’s talent driven job-market, companies aren’t just selling goods and services, they’re selling their brand to potential job candidates. In order to attract the best and brightest, you have to stand out. We’re sharing four tips on how to up your company’s applicant appeal and enhance your employer brand:
Percentages and percentiles are two related but different concepts that are critical to understanding most score reports from pre-employment tests. Most people are extremely comfortable with the idea of percentages. In school, all our assignments were graded with percentages. We use them to calculate sales tax. They’re even on food packaging to express the recommended daily intake of vitamins per portion. We come across them a lot in our day to day lives. On the other hand, “percentile” is a similar word that means something very different, and you may not have encountered it before. Here’s how you can distinguish between the two:
We’ve heard from a lot of our customers that you’d love to be able to administer background checks through HireSelect. Well we’re excited to announce that through a partnership with Checkr, you can now quickly and seamlessly set up background screenings for your candidates, all while remaining within the HireSelect platform.
Resumes are one of the most common ways to assess job candidates. They’re designed to boil down an applicant’s accolades and accomplishments into one, easily digestible page of information, so it makes sense that we rely on them as a critical part of the hiring process. But do resumes really give employers the information they need to make informed hiring decisions? We’re taking a critical look at everyone’s favorite hiring criteria and exploring what tools may be more helpful when trying to identify the right person for the job. Here are three reasons why you should start taking resumes with a grain of salt:
Pre-employment tests offer up a wealth of benefits, ranging from immediate gains (like a more efficient hiring process) to more long-reaching effects (like higher productivity and lower turnover). But how and when you decide to incorporate tests into your hiring process impacts what you might gain from administering assessments to your candidates. Testing is a somewhat unique hiring tool because of its flexibility: it can be added just about anywhere in the hiring process depending on where an employer feels it’s most beneficial. How tests may be best incorporated into an employer’s hiring process can depend on a variety of factors, such as the applicant-to-hire ratio or hiring timeline.