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.
For over half a century, psychological research has demonstrated that pre-employment tests provide relevant and objective data about job candidates that are ultimately predictive of employee success. Now, a compelling new study from the National Bureau of Economic Research (NBER) reaffirms the idea that the use of pre-employment tests leads to tangible improvements in hiring results.
All employers can remember a time when they hired the wrong person for the job. The hiring process is both art and science, and it’s impossible to get it right every time. Adding pre-employment tests into your hiring arsenal can help you increase your hiring success rate and reduce the occurrence of what we like to call “hiring fails.” We know how much of a pain point these hiring fails can be for recruiters and hiring managers alike, so we made a video to poke fun at the comedic side of a hire gone wrong. Enjoy!
Using credit checks as a factor in the hiring process has always been controversial. According to data from the Society of Human Resource Management (SHRM), 47% of employers in the U.S. run credit checks on potential hires. Critics argue that using credit checks on candidates is discriminatory by unfairly filtering out people who are struggling financially. The thinking goes that, in order to repair their credit, job seekers need jobs, but eliminating candidates based on bad credit makes this much more difficult. More importantly, there is no evidence that credit checks relate to job performance in the first place. The result: employers cannot prove a credit check adheres to the rule of “job-relatedness,” which is required for any factor used in hiring decisions.
In the past week, we got another high profile reminder of just how widespread the problem of "resumé-enhancement" has become. Yahoo's latest CEO Scott Thompson is now under fire because his resumé incorrectly states that he holds a Bachelor's degree in Computer Science, when in fact his degree is in Accounting. This disclosure is only the latest instance of a high profile executive being damaged by inaccuracies or exaggerations in his or her resumé.