The mobile revolution is well underway and showing no signs of stopping. People are using their mobile devices for more and more tasks that used to be reserved for a desktop computer. From online shopping and gaming, to social media and the job search process, new technology is enabling us to more easily complete these everyday activities on our smartphones.
Hiring is high stakes. The hiring decisions you make can have wide-reaching effects on your entire organization, which is why it’s so important to make smarter, more informed hiring decisions every time.
Last month, we published our 2018 Pre-Employment Testing Benchmark Report based on a survey of hiring professionals across a wide variety of industries. The report uncovered some interesting insights into how companies are incorporating pre-employment assessments into their hiring processes.
Most companies don’t know much about hiring Generation Z workers. And why would they? Members of Gen Z were born between 1995 and 2010, so the oldest of the crop are just now beginning to enter the workforce.
Earlier this week, we presented a webinar with HR.com about using metrics to accurately measure your hiring success, and how tracking those metrics can help you drive powerful results towards your business goals.
Ghosting is a modern disappearing act: after consistent communication with someone, poof, that person just disappears—like a ghost. Well, it’s not just a dating problem for millennials anymore! More and more, seemingly normal job candidates are ghosting on job interviews.
2018 has been a challenging year for hiring employees, as hiring demand now exceeds the number of unemployed in the US. We know that technology can provide bigger and better tools for tackling hiring challenges, and we saw exactly that at the 2018 HR Tech Conference. Just a week after the hustle and bustle of HR Tech, here are some of the biggest trends I noticed at the conference this year:
Pre-employment tests are flexible – they can be administered at just about any stage in your hiring funnel. There’s no single, one-size-fits-all strategy for when to administer tests to candidates. It really depends on where your organization will get the most value out of the predictive information that pre-employment tests provide.
Earlier this week, we put out our 2018 Pre-Employment Testing Benchmark Report which sheds light onto the hiring practices and priorities of companies across all industries. Based on a survey of hiring professionals, the report reveals some interesting trends in the hiring space.
Earlier this year, we set out to learn more about how companies incorporate pre-employment tests into their hiring processes. We put out a survey asking hiring professionals to share their perspectives on everything from hiring priorities and tactics, the types of tests they use, who they’re choosing to test, and what stage of the hiring process their administering those tests.