(This article originally appeared on Recruiter.)
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.
One of the biggest challenges employers are facing right now is in finding and retaining the best talent. In a recent survey, 73% of CEOs said that they were concerned about finding employees with the right skills. This skills shortage, combined with fairly low unemployment across the US, places the burden squarely on the shoulders of employers to do everything they can to attract the right candidates.
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.
I don’t think most females in sales think they are unique (myself included), but we are. We are in the minority. Women account for only 39% of all sales staff in the United States. Take it one step further, and we make up just 25% of the tech sales workforce. The numbers are even more dramatic when you look at management, where women make up just 12% of sales leadership roles. We are rare unicorns (it had to be said!)
Millennials -- those tech-savvy, avocado-loving twenty- and thirty-somethings -- have perhaps unfairly earned a bad reputation for “job-hopping.” According to Pew Research, there’s essentially no difference in the average length of time an 18 to 35 year old is employed, whether he or she was a Gen Xer or is a millennial.
The skills gap isn’t going away any time soon. There are plenty of reasons why this gap exists, and some industries are affected more than others. But what many employers continue to face is simply a lack of applicants with the correct collection of qualifications. As industries shift to accommodate new developments in technology, millions of American workers are left jobless with skills that are seemingly useless for a lot of available positions.
We’ve all heard the phrase, “people don’t leave jobs, they leave managers.” For many years, people have assumed that bad management was the biggest reason that people quit their jobs, but recent evidence from the Harvard Business Review suggests that people really do quit their jobs primarily because of the job itself – either because they no longer enjoyed the work or didn’t feel like they were gaining new skills.
(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.
The gender gap is an issue on everyone’s minds, even more so for certain industries where women are particularly underrepresented, like technology or sales. There are many theories floating around that attempt to explain why the gender gap persists, some with more merit than others. The result is that it can feel incredibly daunting to actually come with up with an action plan for reducing the gender gap within your organization. What actionable steps are worth taking?