Integrity tests are one type of pre-hire personality test that seeks to determine how likely it is that a person may engage in counterproductive work behaviors, such as theft, fraud, or tardiness. Most personality tests measure a person’s traits and behavioral tendencies through a series of targeted questions, but the way in which different tests go about asking these questions can vary quite a bit.
Recently, Massachusetts passed a law prohibiting employers from requiring job candidates to divulge how much they earned in their last position. Massachusetts is the first state to pass a law of this kind, which will go into effect in 2018. Although the new legislation was designed to help close the wage gap hindering women from earning as much as men, the law will effectively help people of all backgrounds who are seeking to advance their careers.
Cognitive aptitude is one of the best predictors of job performance because it measures so many key drivers of work success – the ability to solve problems, think critically, and learn new skills. But does cognitive aptitude vary from state to state?
The DISC test is one of the most widely used personality assessments, but it shouldn’t be used for making hiring decisions. Why? Simply put, it’s not predictive of job performance.
Today we’re releasing a whole host of awesome updates in HireSelect, all designed to make your experience even more streamlined and user-friendly. The most obvious change is that we’ve given HireSelect a design facelift, and we’ve also added a number of really great new features that we think you’ll enjoy:
The wage gap between men and women is well-documented, and there’s much debate about the reasons behind the oft-cited statistic that women are paid 77 cents for every dollar earned by men. One common explanation for the wage gap is that it is, at least in part, affected by the types of jobs and industries that men and women choose for their careers. So we decided to dig into our own data to find out what jobs men and women were actually applying to the most.
Different jobs call for different abilities. A well-known best practice for hiring people is to perform a thorough job requirements analysis that documents which skills and abilities are necessary for the job. But when it comes to discovering exactly which qualities best predict job success for a particular role at your organization, knowing where to start can be a challenge.
Emotional intelligence is a hot topic in HR lately and, at face value, it seems like an attribute that every great employee should have. But how do you define and measure emotional intelligence well enough to seek it out in your job candidates?
For most employers, interviews continue to be a pivotal factor in the hiring process despite mounting evidence that interviews can be incredibly unreliable for predicting job success. One study found that impressions made in the first 10 seconds of an interview could impact the interview’s outcome; another study suggested that employers hire people that they like the most on a personal level; and research has consistently demonstrated that unstructured interviews are one of the worst predictors for job performance.
The hiring process is a two-way street. While candidates have to put their best foot forward to impress potential employers, companies also need to make themselves as appealing as possible to attract the best talent. Most recruiters agree that we’re now in a candidate-driven market, which means that candidates have more power to be choosy.