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The Latest in HR Technology and Pre-Employment Testing

Closing the Skills Gap in the Manufacturing Industry

Written by Michelle Silverstein

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The manufacturing industry makes up 9% of the US workforce, one of the largest industries in the country. Yet hiring managers in manufacturing are facing a crisis in finding enough skilled workers to fill their open positions. According to data from the Manufacturing Institute, nearly 80% of manufacturing executives say the shortage for skilled workers is moderate to severe.

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The Perks of Dogs in the Workplace

Written by Michelle Silverstein

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More and more companies are becoming dog-friendly, and with good reason! According to a survey of over 1,000 employees at dog-friendly offices, 88% agreed that having dogs at work improved employee morale. The majority also agreed that the dogs improved their sense of well-being, reduced stress, created a greater work life balance, increased productivity, and made them feel more loyal to the company.

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Webinar: Rev Up Your Recruiting with Data-Driven Hiring

Written by Michelle Silverstein

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Curious about Pre-Employment Testing?

Written by Michelle Silverstein

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Anyone involved in the hiring process knows the regret of hiring the wrong person.  The cost of making a bad hire can be incredibly expensive, but there are ways to increase your odds of hiring the right people. Pre-employment tests take some of the guesswork out of hiring by delivering objective data that provide insight into your candidates.

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Announcing Our New PowerPoint 2013 Test!

Written by Michelle Silverstein

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Today we’re releasing a new skills test for Microsoft PowerPoint 2013. After hearing a lot of customer requests for a PowerPoint assessment, we developed a test designed to evaluate the basic skills needed to succeed in a wide range of jobs requiring regular PowerPoint use.

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Why You Shouldn’t Assume Job Applicants Have Basic Computer Skills

Written by Michelle Silverstein

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Computer skills tests are popular amongst employers who want to make sure their job applicants are qualified to work with computers. There are many different types of computer tests used in the pre-hire process, including basic skills tests and micro-skills tests (i.e. specific tests on Excel, Outlook, Photoshop, etc.). But for many employers, computer knowledge seems universal, so they might feel inclined to forgo basic skills tests in favor of more software-specific tests.

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Two Qualities to Look for In Software Developers

Written by Michelle Silverstein

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Software developers are in high demand. But when it comes to hiring software developers, what qualities should you be looking for in a candidate? Developers are a diverse group, representing a wide range of people with a large array of skills and abilities. While some tech-focused recruiters seek out candidates who know a particular programming language (e.g. SQL, JavaScript, C++, Python, etc.), simply knowing a specific language tends to only predict short term success.

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We’re Updating the Language on a few of our Personality Tests

Written by Michelle Silverstein

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The Big Five Model of Personality is one of the most established personality theories in psychology. The five pillars of this model are its five traits: Agreeableness, Conscientiousness, Extroversion, Openness, and Stability.

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4 Hiring Trends to be Thankful for this Year

Written by Michelle Silverstein

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For a lot of reasons, 2016 has been a contentious year. One development that’s less controversial, however, are all of the promising trends that are evolving in the world of HR.  With Thanksgiving fast approaching, here are four of the hiring trends we’re most thankful for this year:

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Pre-Employment Testing and Big Data Are Not the Same

Written by Josh Millet

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For some time, just about every industry was raving about the potential of Big Data – the process of analyzing enormous data sets to discover patterns and trends that can then be used to guide business decisions. In the world of HR, the discourse on Big Data became so prevalent that the term started to be used as a catch-all description for any type of predictive analytics in the hiring process. But long before the concept of “Big Data” took off, companies who favored data-driven, evidence-based hiring methodologies were using pre-employment tests to gather information on prospective employees. And while pre-employment testing may be an older, more established way of gathering data on job candidates, it differs in several critical ways (both ethical and practical) from Big Data.

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