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”
When you’ve run that job advert and the resume’s start flowing in, it won’t be long before its time to pick up the phone and start contacting the better applicants.
Obviously, your main line of questioning is about determining if their skills, qualifications and work experience are a good fit to your vacancy. On top of that, here’s a few of my tips from having conducted probably 2,000 – 3,000 phone screenings.
1. It’s all about speed.
As you wade through the numerous resume’s that flow from your advertised job vacancy, there comes that point when you latch onto an applicant that’s ticking most of the boxes for you – right qualifications, skills and a work history that tells you they can definitely “do the job”
I’m often asked how much resume’s and cover letters matter. The answer is that employers can learn a lot from a resume if they review them carefully.
While we don’t have the full details yet on this story, it appears the “outgoing” Yahoo CEO claimed a computer science degree on his resume that he did not in fact possess.
There’s often a tendency when dealing with senior or professional candidates to take them at their word. Almost a professional courtesy if you like.