Here at Criteria, we could go on and on about the benefits of pre-employment testing. After all, it’s what we do, and we see the benefits every day with our customers. But not all benefits are created equally, and some matter more than others.
Anyone who has had to hire someone understands the basics of an interview. From the perspective of the hiring manager, the goal is to ask the right set of questions to get a better understanding of the candidate sitting in front of you: will this person be able to perform well in this role, collaborate with the team, and ideally stay with the company for a long time?
Hiring is difficult. This shouldn’t be news to anyone who’s ever had to go to through the process firsthand. But is hiring becoming more difficult?
In today’s candidate-driven market, employers are having to work harder to win over great candidates. One outcome of this is that more and more employers are experiencing “ghosting” for the first time.
Across nearly every industry, Artificial Intelligence is driving new innovations that are poised to change the very nature of work. Here at Criteria, we agree that AI is a promising area of exploration for pre-employment assessments and the hiring process at large. But AI is not a magic spell that can do everything for us with the flick of a wand. Last year, Amazon experienced this firsthand when the company built a hiring algorithm that ended up discriminating against women, a sign that even the biggest, most technologically savvy companies haven’t quite mastered AI. While AI is still in its emergent phase, we all need to be vigilant about how it is designed, executed, and validated to make sure that the AI is producing the results that we actually intend.
Hiring can be complex, time-consuming, and tedious, which is why many organizations rely on technology to organize and manage the hiring process. For example, some companies might use an ATS, or applicant tracking system, to specifically manage the recruitment process by collecting applications, organizing candidates, and managing communications. Many organizations might also use an HRIS, or human resource management system, which typically manages a variety of different HR functions, from hiring and onboarding to compensation and performance management.
We’re excited to announce a new integration between HireSelect and BambooHR. BambooHR is an HR software solution that helps small and medium-sized businesses manage all of their employee information and HR processes in a user-friendly Human Resources Information System (HRIS). With over 16,000 customers, BambooHR helps growing companies navigate the complicated world of HR, from applicant tracking and onboarding to compensation and performance management.
About 82% of companies are now using some form of pre-employment tests in the hiring process, and most HR professionals have a general understanding about the types of assessments that are out there. But just like any other technology, pre-employment tests are rapidly shifting to adapt to the changing needs of businesses today.
While the weather cools in the fall, job postings heat up. According to Linkedin’s data, the most job listings are typically posted in September and October, more than any other month. With hiring managers returning from vacation, companies hustling to fill their open roles by the end of the year, and a sudden demand for seasonal workers, many businesses find themselves struggling to find quality candidates (or even sufficient candidates) to fill their open roles.
So many factors go into every single hiring decision you make. Hiring is not a simple process, and neither is the way that each organization goes about making those decisions. We recently put out a survey to learn more about how hiring professionals attract, hire, and retain their teams, and we published our findings in our second annual Pre-Employment Testing Benchmark Report. One of the things we were curious about was which factors or tools organizations are using to make those all important hiring decisions. Here’s what we found: