When it comes to managing a sales team, it’s no secret that a poor performer can impact your bottom line. So when you’re ready to hire, it’s important that you look for candidates with both the ability to do the job and the personality to be comfortable in a sales role. There are obviously a lot of factors that go into making someone a good salesperson, and pre-employment testing is one great tool that can help highlight candidates with the qualities associated with success in the role.
The new year is just around the corner, and that means now is the perfect time to get a jumpstart on your organization’s New Year’s resolutions. The last quarter of the year can usher in a bit of a lull for a lot of industries, and usually as business slows, so does hiring. So, as Q4 winds down and you begin ramping up for Q1, now is a great time to plan your hiring strategy for the coming year.
‘Tis the season for seasonal hiring, and retailers across the country are swelling their employee ranks in anticipation of the holiday rush. No matter how many people you’re looking to add to your team, it’s never a bad idea to reassess your hiring process to try to avoid some of the pitfalls of holiday hiring.
Though it may seem like an emerging trend, working from home isn’t a brand new idea. As early as the 1970s, remote work has been the promise of the future. With a Gallup poll finding that 43% of American workers did some or all of their work from home in 2016, it seems the future is now.
Everyone knows the cost of a bad hire can be high in terms of time spent hiring and training. But what about a toxic employee? These truly bad hires can have much wider effects on the company, beyond the immediate impact on your hiring process. Here are a few ways toxic hires can negatively impact your company.
Employers often see the ability to multitask as a necessary skill for a wide variety of jobs. It makes sense that in today’s fast-paced world, employers are interested in candidates that can successfully manage multiple responsibilities at the same time. However, specifically seeking out employees who can multitask, or focus their attention on more than one task at once, might not give you the results you’re looking for.
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.