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.
If you’re noticing a sudden decrease in productivity from your team, it may just be the result of a summer slump. One study found that attendance at work decreases by 18% in the summer, and people describe an increase in feeling distracted by as much as 20%. These statistics are disconcerting as they show how impactful a change in season can be on the overall productivity of the office. Fortunately, there are ways to combat a workplace summer slump. Here are a couple of places to start:
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.
Another SHRM conference has come and gone. With over a thousand exhibitors, hundreds of events, and keynote speakers ranging from Brené Brown to Martha Stewart, the SHRM conference can cause a bit of sensory overload, but we’ve distilled our experience at the conference down to a few core themes. Here are five of the biggest trends we saw at SHRM 2019:
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.
In business and academia alike, strong writing skills are often overshadowed by technical expertise. STEM funding in schools dwarfs the resources allocated to humanities, while hiring managers often find it easier to evaluate candidates based on hard skills, like whether a candidate is proficient in Excel or Adobe Photoshop, rather than a candidate’s writing abilities. The importance of writing skills is often underestimated by hiring managers, as many assume that these skills are only useful for writing and editing jobs. In reality, a strong command of language can be beneficial for a variety of reasons, including:
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.