Resumes are one of the most common ways to assess job candidates. They’re designed to boil down an applicant’s accolades and accomplishments into one, easily digestible page of information, so it makes sense that we rely on them as a critical part of the hiring process. But do resumes really give employers the information they need to make informed hiring decisions? We’re taking a critical look at everyone’s favorite hiring criteria and exploring what tools may be more helpful when trying to identify the right person for the job. Here are three reasons why you should start taking resumes with a grain of salt:
Pre-employment tests offer up a wealth of benefits, ranging from immediate gains (like a more efficient hiring process) to more long-reaching effects (like higher productivity and lower turnover). But how and when you decide to incorporate tests into your hiring process impacts what you might gain from administering assessments to your candidates. Testing is a somewhat unique hiring tool because of its flexibility: it can be added just about anywhere in the hiring process depending on where an employer feels it’s most beneficial. How tests may be best incorporated into an employer’s hiring process can depend on a variety of factors, such as the applicant-to-hire ratio or hiring timeline.
Look between “self-starter” and “excellent communication skills” on nearly any list of job requirements and you’ll find it: “attention to detail a must.” Almost every job post across almost every industry lists some variation on being “detail oriented” as an important skill. And true perfectionists are in luck, because this seemingly perfunctory requirement is actually critical to success in a ton of positions. But what does attention to detail mean at work, and how should employers go about measuring it in their candidates?
We post a lot about how pre-employment testing is one of the most objective, predictive means of assessing potential success in a job. But what happens once you incorporate testing into your hiring process, and what does that mean for your business? Here are four key benefits we’ve found go hand in hand with pre-employment testing.
Interviews have long been viewed as relatively inconsistent and unreliable hiring tools by personnel psychologists and HR professionals alike. And now, articles like The New York Times’ “The Utter Uselessness of Job Interviews” are presenting these conclusions to a much larger audience. Many employers champion the interview as a way to get to know their potential new hires. However, a personable candidate doesn’t always make a great employee.
For years, we’ve been inundated with articles outlining the many ways that millennials are different from previous generations. They’re entitled, their attention spans are short, they’re killing the napkin industry – the examples are endless.
Gamification is already a big trend across a wide range of industries. Health and fitness apps use games and competitions to motivate people to reach their fitness goals. Plenty of consumer brands offer points-based rewards where consumers earn points or complete challenges to win bigger prizes – think McDonald’s Monopoly or Starbucks’ reward challenges. And the education industry has long used games as a way to make learning not only more fun but also more effective.
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:
The manufacturing industry makes up 9% of the US workforce, one of the largest industries in the country. Yet hiring managers in manufacturing are facing a crisis in finding enough skilled workers to fill their open positions. According to data from the Manufacturing Institute, nearly 80% of manufacturing executives say the shortage for skilled workers is moderate to severe.