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.
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.
We all know that candidate experience is critical to a successful hiring process in today's job market. We’re still deep within a candidate-driven market where employers are facing talent shortages in key roles, and where “ghosting” is on the rise.
Gamification is a hot topic right now, especially when it comes to HR and hiring. The idea of gamifying the hiring process has an undeniable charm, and the possibilities feel endless. We’re just now experiencing the very beginnings of what gamification could mean for hiring, and game-based assessments are really the first “gamified” offering to emerge.
There’s a lot of buzz about game-based assessments as a way to evaluate candidates in the hiring process. Game-based assessments are so enticing because they seem too good to be true – they seek to turn something that can be stressful and tedious into something fun and engaging.