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:
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.
Look between “self-starter” and “excellent communication skills” on nearly any list of job requirements and you’ll find it: “attention to detail a must.” Almost every job post across almost every industry lists some variation on being “detail oriented” as an important skill. And true perfectionists are in luck, because this seemingly perfunctory requirement is actually critical to success in a ton of positions. But what does attention to detail mean at work, and how should employers go about measuring it in their candidates?
We post a lot about how pre-employment testing is one of the most objective, predictive means of assessing potential success in a job. But what happens once you incorporate testing into your hiring process, and what does that mean for your business? Here are four key benefits we’ve found go hand in hand with pre-employment testing.
Interviews have long been viewed as relatively inconsistent and unreliable hiring tools by personnel psychologists and HR professionals alike. And now, articles like The New York Times’ “The Utter Uselessness of Job Interviews” are presenting these conclusions to a much larger audience. Many employers champion the interview as a way to get to know their potential new hires. However, a personable candidate doesn’t always make a great employee.