Comments on: Hot, Warm, and Cold Trends in Pre-employment Assessment for 2012 (and Beyond) http://www.ere.net/2012/01/10/hot-warm-and-cold-trends-in-pre-employment-assessment-for-2012-and-beyond/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Wed, 22 May 2013 02:17:42 +0000 hourly 1 http://wordpress.org/?v=3.5.1 By: Katja H. http://www.ere.net/2012/01/10/hot-warm-and-cold-trends-in-pre-employment-assessment-for-2012-and-beyond/comment-page-1/#comment-60892 Katja H. Sat, 14 Jan 2012 12:54:36 +0000 http://www.ere.net/?p=23093#comment-60892 Great article.
I agree that data mining will be huge in recruitment and HR in general. I actually made a little poll on my blog and found out that my readers think the same. Even though they are mostly from Europe. It is exciting to know that these trends you are writing about are universal.
Predictive indicators will be important as well. I wrote recently about them, if you are interested to check out. http://hrseconds.com/hr-metrics-predictive-indicators/
Thank you again for a great article.

]]> By: Keith Halperin http://www.ere.net/2012/01/10/hot-warm-and-cold-trends-in-pre-employment-assessment-for-2012-and-beyond/comment-page-1/#comment-60848 Keith Halperin Fri, 13 Jan 2012 17:21:14 +0000 http://www.ere.net/?p=23093#comment-60848 Thanks again, Dr. Handler.
What factors would be involved in an affordable, scalable (for a 20-200 employee organization), multi-level (entry-level through VP), multi-position (technical, professional, managerial, etc.) assessment program with the following ranked goals:
1) Reducing time to hire
2) Reducing cost of hire
3) Improving quality of hire

Cheers,
Keith

]]> By: charles handler http://www.ere.net/2012/01/10/hot-warm-and-cold-trends-in-pre-employment-assessment-for-2012-and-beyond/comment-page-1/#comment-60819 charles handler Fri, 13 Jan 2012 00:01:51 +0000 http://www.ere.net/?p=23093#comment-60819 Keith

again it depends. there are assessment solutions that work great at the top of the funnel and those that work better further down the funnel, to screen in.
Bottom line is they can be an asset in many places for many jobs but the value is in alignment.

-Charles

]]> By: Keith Halperin http://www.ere.net/2012/01/10/hot-warm-and-cold-trends-in-pre-employment-assessment-for-2012-and-beyond/comment-page-1/#comment-60806 Keith Halperin Thu, 12 Jan 2012 19:54:57 +0000 http://www.ere.net/?p=23093#comment-60806 Thanks, Dr. Handler. Considering the cost of other related products and services (particularly in re: contingency fees),
these are very affordable and not very time consuming. Where is the best stage in the hiring process to typically give assessments? Are there any hiring stages that can be eliminated/truncated by giving assessments, or do they perform better at improving existing hiring stages as opposed to eliminating them?

Cheers,
Keith

]]> By: charles handler http://www.ere.net/2012/01/10/hot-warm-and-cold-trends-in-pre-employment-assessment-for-2012-and-beyond/comment-page-1/#comment-60774 charles handler Thu, 12 Jan 2012 02:27:30 +0000 http://www.ere.net/?p=23093#comment-60774 @KC- I am talking about simulations and branded candidate experiences in which those looking for an applying to jobs are able to interact in a way that goes beyond just filling in radio buttons and which provides them with some information in return for their efforts. More folks are doing this now but it is still an expensive proposition and thus not super common.

@keith- there is a tremendous range of both time and cost when it comes to using assessments. typically a pre-employment assessment is around 15 minutes to 1 hour depending. the cost ranges from about $3 on the low end to $250 or so on the high end. Important to note that the ranges here are pretty broad and depend alot on the particulars of the situation.

]]> By: Keith Halperin http://www.ere.net/2012/01/10/hot-warm-and-cold-trends-in-pre-employment-assessment-for-2012-and-beyond/comment-page-1/#comment-60746 Keith Halperin Wed, 11 Jan 2012 17:12:09 +0000 http://www.ere.net/?p=23093#comment-60746 @ Dr. Handler: How long does a typical assessment take for a candidate, and how much does it cost the company?

Thanks,

Keith
keithsrj@sbcglobal.net

]]> By: K.C. Donovan http://www.ere.net/2012/01/10/hot-warm-and-cold-trends-in-pre-employment-assessment-for-2012-and-beyond/comment-page-1/#comment-60727 K.C. Donovan Wed, 11 Jan 2012 01:03:08 +0000 http://www.ere.net/?p=23093#comment-60727 Charles – wow, you’ve covered such a breadth of the assessment realm in your article and there is so much to digest! I completely agree with your point pertaining to matching, “winners in this arena will be those that are able to engage both candidates and companies and compel them to give their time and effort to provide the data required for effective matching…”

You also discuss assessment as an experience and mention a few innovators who are treading in this area (simulation and branded experiences). Can you elaborate on what you are specifically referring to with “engaging assessments,” and perhaps mention those who are doing this? I would love to know!

Thanks for a great article!

]]> By: Paul Basile http://www.ere.net/2012/01/10/hot-warm-and-cold-trends-in-pre-employment-assessment-for-2012-and-beyond/comment-page-1/#comment-60725 Paul Basile Wed, 11 Jan 2012 00:34:07 +0000 http://www.ere.net/?p=23093#comment-60725 Charles,
I agree with everything in this terrific article – as I usually do with your insights and reflections. Analytics is the big enabler for so much that we can do and that needs to be done. Assessments have been delivering great results for quite a while but for the benefit of too few organizations and individuals. But the power of current and future analytics and the ease of access afforded by the cloud will, in time, change that. There is an ongoing and serious education process required – and yours is one of the clearest and most credible voices in that effort. Keep it up.

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