Comments on: Assessment As Part of the Job-Search Process http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/ Recruiting intelligence. Recruiting community. Tue, 02 Dec 2008 13:02:02 +0000 http://wordpress.org/?v=2.6.3 By: Assessment and Job Boards: Two Years Later : ERE.net http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-6442 Assessment and Job Boards: Two Years Later : ERE.net Wed, 06 Aug 2008 00:59:09 +0000 http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-6442 [...] in 2006 I wrote an article discussing the integration of assessments into job boards. It was an example of the continued movement toward the inclusion of assessments into the [...] [...] in 2006 I wrote an article discussing the integration of assessments into job boards. It was an example of the continued movement toward the inclusion of assessments into the [...]

]]> By: Nathan Guard http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-2236 Nathan Guard Fri, 29 Dec 2006 01:59:00 +0000 http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-2236 Victor, We are a Behavioral Assessment company and many of my clients are starting to use assessments earlier in the process to help screen candidates not to mention making better hires. We greatly improve HR metrics from which judged. We are integrated within some ATS and can integrate with any others or home grown systems. As you use other technologies to bring in candidates my clients have found it very beneficial to use us to identify them so bring in only top candidates who most likely will be successful in the position. Eliminates wasted time spent on wrong candidates! This requires an upfront job analysis or benchmarking testing of department (over 50) but that is a one time deal. After that our reports are measured against desired results from analysis and very easy to use and read/understand...no PHD needed. Assessments are grwoing as more C-level's and VP HR undertsand the overall bottom-line value. As you mentioned much better % of making right hire than traditional resume reading and standard interviews where canidates study and say what they want to hear. What do wrong hires cost company and wasted time spent on wrong people and screening, many now know and if track we will positively affect these metrics and be significant ROI. Hope this information helpful! Any further questions do not hesitate to reach out 513-377-4755 Victor,

We are a Behavioral Assessment company and many of my clients are starting to use assessments earlier in the process to help screen candidates not to mention making better hires.
We greatly improve HR metrics from which judged.

We are integrated within some ATS and can integrate with any others or home grown systems.
As you use other technologies to bring in candidates my clients have found it very beneficial to use us to identify them so bring in only top candidates who most likely will be successful in the position.
Eliminates wasted time spent on wrong candidates!

This requires an upfront job analysis or benchmarking testing of department (over 50) but that is a one time deal. After that our reports are measured against desired results from analysis and very easy to use and read/understand…no PHD needed.

Assessments are grwoing as more C-level’s and VP HR undertsand the overall bottom-line value. As you mentioned much better % of making right hire than traditional resume reading and standard interviews where canidates study and say what they want to hear. What do wrong hires cost company and wasted time spent on wrong people and screening, many now know and if track we will positively affect these metrics and be significant ROI.

Hope this information helpful!
Any further questions do not hesitate to reach out
513-377-4755

]]> By: Victor Gaines http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-2233 Victor Gaines Wed, 27 Dec 2006 09:55:00 +0000 http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-2233 Interesting article, thanks! We talk frequently here in the ERE (myself included - a product of my academic training and idealistic thinking, perhaps?!) about how best to use assessments to hire candidates. But how many organizations are really using tools beyond an interview to assess candidates? At best, it seems organizations may use a behavioral interview based on a model from another company or out of a book. So why don't more HR departments incorporate assessments into the interview process and train/utilize Recruiters to conduct assessments beyond what many term 'gut feelings?' I did a quick search of open HR positions on major job boards before posting this, to see how many Recruiting roles require psychometrics experience or even mention basic and well-known assessments in the description (requiring that Recruiters at least be knowledgeable about assessments). Unfortunately I found VERY few. Is anyone else curious about this? To paint a realistic picture of how, where and why assessments are being used please chime in and let us know: Which assessment tools do you use? When in the process are candidates formally assessed ? Who administers and/or interprets results? Who makes yay or nay decisions after results are reported? Looking forward to responses! Thanks, Victor Interesting article, thanks! We talk frequently here in the ERE (myself included - a product of my academic training and idealistic thinking, perhaps?!) about how best to use assessments to hire candidates. But how many organizations are really using tools beyond an interview to assess candidates? At best, it seems organizations may use a behavioral interview based on a model from another company or out of a book. So why don’t more HR departments incorporate assessments into the interview process and train/utilize Recruiters to conduct assessments beyond what many term ‘gut feelings?’

I did a quick search of open HR positions on major job boards before posting this, to see how many Recruiting roles require psychometrics experience or even mention basic and well-known assessments in the description (requiring that Recruiters at least be knowledgeable about assessments). Unfortunately I found VERY few.

Is anyone else curious about this? To paint a realistic picture of how, where and why assessments are being used please chime in and let us know: Which assessment tools do you use? When in the process are candidates formally assessed ? Who administers and/or interprets results? Who makes yay or nay decisions after results are reported?

Looking forward to responses!

Thanks,
Victor

]]> By: Jason Gorham http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-2168 Jason Gorham Sun, 03 Dec 2006 06:20:00 +0000 http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-2168 Charles funny timing on your article for me because we are going to be announcing an assessment partnership very soon. The reason for us why the assessment piece is valuable is because of the profile and not the resume. So we drive passive candidates to our clients, they complete the assessment and then the client can evaluate the talent from the assessment. It also allows the candidate to learn more of the company, see if they are really a fit for the job based on the questions asked and if the candidate is really interested in the job based on the questions asked. It gives us another tool to be able to understand what passive candidates we are driving to our clients. Charles funny timing on your article for me because we are going to be announcing an assessment partnership very soon. The reason for us why the assessment piece is valuable is because of the profile and not the resume. So we drive passive candidates to our clients, they complete the assessment and then the client can evaluate the talent from the assessment. It also allows the candidate to learn more of the company, see if they are really a fit for the job based on the questions asked and if the candidate is really interested in the job based on the questions asked. It gives us another tool to be able to understand what passive candidates we are driving to our clients.

]]> By: Dave Lefkow http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-2153 Dave Lefkow Tue, 28 Nov 2006 06:15:00 +0000 http://www.ere.net/2006/11/28/assessment-as-part-of-the-job-search-process/#comment-2153 I love how deep you are thinking about the assessment space and its potential applications, Charles. Job boards and career portals are an emerging area where assessments could have some value. Related to one of your last points, I wonder if anyone is thinking about how an assessment or any other type of pre-screening technology could be used for potential applicants to help drive their decision about whether or not to apply. In other words, the assessment or matching technology becomes a data point they could use to determine their rough probability of getting the job. I love how deep you are thinking about the assessment space and its potential applications, Charles. Job boards and career portals are an emerging area where assessments could have some value.

Related to one of your last points, I wonder if anyone is thinking about how an assessment or any other type of pre-screening technology could be used for potential applicants to help drive their decision about whether or not to apply. In other words, the assessment or matching technology becomes a data point they could use to determine their rough probability of getting the job.

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