In the last few decades, we’ve seen an explosion of creative perks and benefits designed to attract each new generation of job seekers. And as much as these perks play a role in swaying a candidate’s final decision, it’s hard to ignore the number one reason that just about everyone shows up to work every day: the money. Research from Glassdoor confirmed this relatively unsurprising fact: job seekers listed salary as the most important factor when evaluating a job opportunity, with 67% listing it as a top factor. Whether a position is salaried, hourly, or even commissioned, potential applicants want to be compensated for their education, skills, experience, expertise and hard work.
Many companies—from tiny startups to well-established enterprises—are looking for real, effective ways to diversify their teams. Workplace diversity isn’t just about race or gender. A truly diverse workplace includes people of all ages, races, ethnicities, genders, religions, abilities, sexual orientations, and ways of thinking.
Does your organization have any bad managers? If you’re like nearly every other organization in the world, you can probably think of at least one or two managers at your organization who are just not good at managing people.
Candidate experience is dominating today’s narrative about how to attract and hire the best candidates. There is plenty of research out there to convince us of how critically important candidate experience is. A good candidate experience can improve a company’s overall employer brand and can drive long-term improvements in candidate quality. But when it comes down to the day-to-day reasons behind improving the candidate experience, many companies are simply hoping to reduce candidate drop-off, or the number of candidates who abandon an application due to how long or time-consuming it is.
When you’re in the process of hiring a new employee, you typically have a laundry list of skills, qualities, and characteristics that you’d like to see in the ideal candidate. Of course, you know that it will be nearly impossible to find the perfect candidate who checks every box, but how do you distinguish between the qualities that are critical for the role and the qualities that are just “nice-to-have”? One way to parse this problem is to look at two different types of qualities: innate and acquired. Then we’ll dive into how they can help you make the best decision based on your hiring needs.
Millennials now make up the majority of the workforce. It’s no surprise, then, that employers have had to adapt the hiring process in order to attract great millennial candidates.
Pre-employment tests are a great way to learn more about your candidates throughout the hiring process. There are a number of different types of pre-employment tests that differ based on the qualities or attributes they measure, from cognitive ability to personality and skills. (Importantly, pre-employment tests are not the same as pre-employment “screenings,” such as background screenings or drug tests.)
Game-based assessments represent an exciting new frontier in the way we evaluate candidates in the hiring process. While traditional pre-employment tests measure your candidates’ skills through familiar test formats like multiple choice, game-based assessments turn the testing experience into a game.
Today we’re excited to announce that Criteria’s testing platform, HireSelect, now integrates with JazzHR.
In today’s competitive hiring market, employers are facing a steep challenge when it comes to finding candidates with the right combination of skills and experience. The perfect candidate rarely exists, especially in high-demand fields, and many hiring managers are having to rethink what qualifications they need to look for when identifying the applicants with the highest potential.