Pre-employment testing can have a big positive impact on the effectiveness and efficiency of your hiring process. But like any aspect of the screening and hiring process, there are right and wrong ways to use testing. One of the most important characteristics of a good testing process is standardization, or in other words, that you administer assessments to your applicants in a standardized way. For any given job, this usually involves giving your applicants the same types of tests and also administering them at the same part of the process. There are several reasons why it’s crucial that your testing strategy be consistent.
There are many ways to evaluate candidates during the hiring process. And while traditional hiring tactics such as interviews and resumes serve a valuable purpose in the hiring process and aren’t going away any time soon, they are notoriously unreliable. To get more reliable information on candidates, more and more companies are beginning to use data-driven hiring factors such as pre-employment tests.
Hiring can be risky business, and employers are always trying to improve their odds of finding the right person for the job. Where you find your candidates is an important factor in identifying the best people for role. And while job boards and networking sites make it easier than ever to reach a wider audience, they aren’t necessarily the best place to find top candidates. In fact, to find a more reliable source of potential employees, companies don’t need to look very far.
Hiring mistakes can be extremely costly for your business. And though employers invest a lot of time and resources into finding the right person for a job, they can sometimes unknowingly set themselves up to fail before they even start. Here are some of the biggest mistakes you can make when hiring:
Every job seeker’s circumstances are different. And when hiring, it’s important for employers to remember that while many applicants might be currently out of work, many others are employed. You never know who your next star employee will be, which is why it pays to adjust your hiring process to accommodate all types of applicants. And because job seekers who are already employed have unique constraints, flexibility is key to accommodating them.
Typically, performance reviews are thought of as once-a-year meetings to discuss an employee’s performance, objectives, and career plan over the last year. However, a new trend in employee review techniques is starting to gain traction in the form of continuous performance check ins. Continuous performance check ins are regularly scheduled meetings, often weekly or monthly, that provide a time for managers and their employees to discuss any questions, concerns, or ideas they have. These meetings are designed to keep managers and workers engaged and on the same page. Often, more meetings can just feel like more interruptions to your busy workweek. However, there are a lot of benefits to these regular “one-on-one’s” that can improve both you and your employees’ overall performance.
When trying to attract job applicants, casting a wider net increases your chances of finding the right person for the job. Luckily, advances in technology have made it easier than ever for your job posts to reach a truly widespread audience beyond your local area. However, there are a few considerations you should make if you want to start attracting out of town talent.
Recently, employers have become increasingly interested in evaluating their candidates’ soft skills. Soft skills are those somewhat indefinable personal attributes that enable people to work with others and perform their jobs effectively. Qualities like flexibility, problem-solving ability, and overall work ethic are just a few examples of soft skills, and it intuitively makes sense that employers are interested in them.
Millennials rejoice! There’s a new kid on the block that’s just starting to enter the workforce, and its name is Generation Z. Gen Z, as it’s more commonly called, is the generation succeeding Millennials, and it represents people born between the mid-1990s and the early-2010s. Though the group is still quite young, there’s a lot of research and speculation about what’s in store when they hit the workforce. So, what have we already seen from Gen Z-- and what can we expect for their future?