While we are obviously strong advocates of the benefits of psychometric testing, we are also open about when testing should be applied and perhaps of more relevance, when the benefits may not justify the time, effort or cost.
The most important aspect to understand in this discussion is what is meant by the term “testing” versus the terms “psychometric” or “personality typing”
In our never ending attempts to really know our preferred candidates, the role of reference checking remains as crucial as ever.
Done correctly (that means obtaining the right information) it ranks alongside psychometric testing and interviewing as one of the most reliable predictors of on-the-job performance.
However there’s one small point that occasionally trips up employers – and even some experienced recruiters. It’s the subject of “checking the referees”.
New data is available which tells us that where you advertise your job vacancy is more important than ever in determining whether you will receive enough applications. So what’s changed and what do you need to know?
Here’s an instance where doing something small can go a long way to securing the right candidate.
Consider for a moment how you go about recruiting. How well structured is your process? Even if you’ve still got some way to go in creating a repeatable and effective recruitment process, the following is a simple idea that’s well worth implementing.
Occasionally, an employer will proudly tell me how they have “researched” their candidates by checking their Facebook page. My first question is always: What did you learn?
If they tell me they were concerned by pictures suggesting the candidate is a “party animal”, it immediately takes me to my second question: How did the candidate perform during their phone screening, interview and reference checking?
I’ve always said the following to job applicants about the content of their resume:
“Print whatever you like, as long as you realise that if you’re interviewed, you should expect to be scrutinized over every single detail“.
Many employers think that engaging a recruitment agency is best because their adverts are more likely to be effective.
Putting aside the ad writing skills of some recruiters, ask yourself “is my brand a positive one or does it have good recognition”?
If the answer is yes, run your own advertising campaign and pocket the $10,000 to $20,000 fee you were going to pay the recruitment agency.
The latest jobs report for the first quarter of 2012 is in from MyCareer.
If there was any uncertainty over what is meant by Australia having a two-speed economy, the data tells us that the mining sector is actually in overdrive, while the remainder of the economy is parked in the emergency lane.
CBS News today talks about some high flying American CEO’s caught out for faking qualifications on their resume.
The article plays it down slightly by saying that your ability to lead doesn’t have a lot to do with your academic qualifications – and we’d agree on that point however the real issue for employers is that qualifications do have a bearing on performance for many job roles.
Great to see the Hays Recruitment article citing the importance of Cultural Fit when recruiting staff.
Their white paper and the recruitment industry’s growing understanding of the importance of cultural fit, mirrors our own work in implementing a Cultural Fit Indicator to the StaffMatcher psychometric assessment back in 2007.