(This article originally appeared on Forbes Human Resources Council.)
(This article originally appeared on HR Daily Advisor.)
(This article originally appeared on Recruiter.)
On May 25, 2018, the General Data Protection Regulation, or GDPR, will come into effect in the European Union. The GDPR is a data protection and privacy regulation designed to afford EU residents with more control over their personal data by unifying data protection regulations across the EU.
(This article originally appeared on The Undercover Recruiter.)
For years, the traditional hiring process has relied on the same basic model: collect resumes, request interviews, administer assessments, request work samples, check references. Out of all these staples of the hiring process, research continuously reaffirms that pre-employment assessments, and particularly cognitive aptitude tests, are the most predictive of job success.
(This article originally appeared on Fast Company.)
(This article originally appeared on Forbes, through the Forbes Human Resources Council, where HR executives across all industries offer leadership advice and insights.)
Today Criteria is proud to announce the launch of JobFlare, a new iOS app designed to help job seekers get connected with employers based on their abilities. The app features 6 fast-paced brain games that measure qualities that employers look for in their employees: attention to detail, verbal ability, math skills, and memory.
One US company received significant publicity recently when it introduced a controversial new “test” designed to weed out what they call whiney, entitled, millennial job candidates. The “snowflake test,” as it’s called, features a series of cherrypicked questions designed to determine if a job applicant has the same political and cultural viewpoints as everyone else at the company. Some of the questions include:
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.