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assessments RSS feed Tag: assessments

Can an Algorithm Replace a Recruiter?

by Apr 16, 2015, 12:01 am ET

ere15s-logo-ere15confWe at SAP, recent winners of ERE awards for branding and technology, thrive on pushing the envelope, disrupting existing norms and perceived recruitment wisdoms. One of the hot topics in the recruitment industry today is whether an algorithm can replace a recruiter.

In seeking to answer this, we challenged the very traditional university recruiting model.

As far as the question we posed in the headline: WOW. That’s a controversial question!

Perhaps it’s a sensitive one for recruiters to read.

It’s an age-old question that has never truly been answered. Until today …

In a high-tech world, can a computer replace a recruiter? Or more precisely, can an algorithm replace a recruiter?

One of us — Matt — is going to talk about this more in San Diego this month on his panel, but let us say for now that the answer is yes. And we proved it in the field of university recruitment. keep reading…

The War With Talent — Epic Battle No. 2: Talent assessment violates the golden rule

by Feb 26, 2015, 5:00 am ET

1936 Grand Canyon photoPart 1 of this three-part series identified a growing rebellion in which individuals looking to obtain meaningful work opportunities (i.e. talent) are taking up arms against the companies for whom they are trying to work. Part one focused on the use of public data as a substitute for more the more traditional talent assessment fare, a battle that involves chess-playing terminator robots, hackers, psychographic profiling, drones, and the like.

While the first battle is more about covert ops, there is a second battle that is raging directly in the public eye. This battlefront is the job application process, and the reason for the rebellion is especially visible to anyone who is applying for a job these days.   keep reading…

Talent Assessment — Friend or Foe in the War With Talent?

by Feb 11, 2015, 5:22 am ET

handler vs terminatorNo, I did not mean to say the war for talent. While there is a lot of talk about such a war, the real war going on right now is not “for talent.” It’s against it.

Employers vs. Talent — The War has Begun! keep reading…

PwC Launches New Careers Tool

by Jan 22, 2015, 6:03 pm ET

Screen Shot 2015-01-22 at 2.16.51 PMThe highly rated employer PwC is out with a new online career tool.

CareerAdvisor is an interactive tool, in some parts requiring a login, to help students figure out their interests and work preferences.  keep reading…

Los Angeles Fire Department Gets 150 Pages of Ideas to Improve Recruiting

by Jan 22, 2015, 3:07 pm ET

Screen Shot 2015-01-22 at 12.00.09 PMAmidst allegations it has relied too much on nepotism and too little on diversity, the LA fire department now has 150 pages to read about what it can do to improve the hiring process.

For other organizations, some aspects of the report may be worth taking a look at. keep reading…

2015 Recruiting: The Year of the Blind Date

by Jan 8, 2015, 5:22 am ET

Screen Shot 2015-01-07 at 12.42.54 PMWhen I was asked recently for my thoughts on what 2015 will bring for talent acquisition, I responded: dating.

Partly, I just couldn’t get myself to repeat the endless series of annual predictions proliferating around the Internet: the year of the mobile, social, collaboration, telecommuting, people are important, blah, blah, yadda, yada. But, truly, this will be the year when the vendor talked about for years as a potential entrant into the recruiting game will finally emerge: eHarmony.

keep reading…

What Soft Skills Are

by Oct 3, 2014, 12:03 am ET

Screen Shot 2014-09-10 at 6.13.54 AMTo some, soft skills are code for corporate culture; for others they are the emotional side of working well together as a team and being a team player. Yet to others it represents specific skills that companies spend large amounts of money to develop within their people.

I ask companies small to large what kinds of skills they are looking for in their new recruits.  They often start the conversation by saying “I can teach the hard skills specific to my organization or industry but what I really need are people that are problem solvers, can work in teams, can communicate well, have learned how to learn, and can lead teams.”

What they are saying is they need 21st-century skills or what we are calling soft skills. These five skills below are the essence of soft skills, and every company, no matter its size will either succeed or fail in the 21st century based on how well these skills are developed and used in their organization.

Let’s look at five soft skills and the role they play in your success. keep reading…

What Does Your CEO Know About Talent Assessment?

by Aug 26, 2014, 12:24 am ET

Q: What does your CEOs know about talent assessment?

A: Nothing and everything.

Let me explain. keep reading…

Why Social Job Matching Will Replace Talent Assessment Tests

by Jun 5, 2014, 12:43 am ET

Screen Shot 2014-05-22 at 10.43.34 AMTalent assessment continues to grow as a legitimate business tool. Times have never been better for those who provide and use talent assessment solutions. Despite the seemingly infinite complexities that can come with the territory, companies of all shapes and sizes are realizing the business value of using assessments to support insight on quality of hire.

As good a tool as talent assessment is, it remains old fashioned and continues to have trouble getting out of its own way. The real disruptive force in quality of hire will take the form of “social job matching.” keep reading…

How to Hire People Who Think: Use Games

by May 14, 2014, 12:24 am ET
photo by Mark Chussil

photo by Mark Chussil

If you want to recruit people who have knowledge, test their knowledge. If you want to recruit people who have experience, ask for job histories. And if you want to recruit people who can think, watch them think.

I’m a strategist, not a recruiter. I’ve been around. I’ve seen people who think strategically and those who don’t. I’ve learned what kind of people I want on my team. I’ve learned what kind of person I want to be.

The way you can tell a strategic thinker is not by gender, age, education, experience, nationality, ethnicity, or industry. (There’s some evidence political preferences may reflect strategic thinking, but I’m not going to go there.) The way you can tell a strategic thinker is by observing them thinking strategically. What you want to do is to observe their thinking early and at low cost; that is, when you hire them. keep reading…

Hiring Employees Who Are ‘Customer-Ready’

by Feb 3, 2014, 12:55 am ET

The Age of the Customer is the title and the focus of Jim Blasingame’s new book. I like the tagline even more — Prepare For The Moment of Relevance.

This got me thinking about manpower — human capital — whether are our employees capable of preparing for that moment of delivering service in an epic way? Moreover, how does the organization consider this in the hiring and recruiting process — hiring employees who are “customer-ready” and prepared to deliver exceptional service in that moment of relevance.” keep reading…

This Is Not a Test — It’s the Future! Talent Assessment Trends for 2014

by Jan 28, 2014, 12:29 am ET

“Know what’s weird? Day by day, nothing seems to change, but pretty soon … everything’s different.”  – Calvin from Calvin and Hobbes (by Bill Watterson)

This quote from a cartoon hero who uses his overactive imagination to both entertain us and teach us valuable lessons about life represents a perfect summary of my thoughts about the future of the talent assessment industry.

To see the future, we have to be willing to take a good long look at what is happening in the talent acquisition world within the context of bigger picture trends. The mega trends that are shaping the future of how people do things on a global basis (i.e., empowerment via access to information, exponential growth in connectivity, ability to crunch and interpret staggering amounts of data, using collective intelligence to find truth) are all quietly at work setting the stage for major change in our industry.  keep reading…

To Hire Well, First Define What You Need

by Jan 14, 2014, 5:52 am ET

A friend of my neighbor manages a call center. He has had, as he puts it, the worst luck in finding people who both do a good job and stay. I asked how he sources his talent, and he showed me his boilerplate posting:

Wanted – experienced call center employees.

There was some other generic ad text, but that was about it. You can believe that no two people have the same definition of what this means. His lack of clarity about the behaviors, skills, and experience he needs in his roles encourages his swinging employment door.

As a workplace consultant and executive coach, I see the reason recruiting is so difficult is that most organizations don’t have and religiously use a process to clearly, fully, and accurately define the role’s qualifications; this includes behaviors in addition to skills and experience. keep reading…

Why Your Recruiting Needs to Go Mobile and How to Do It

by Nov 19, 2013, 6:24 am ET

If I were looking for a job and searched one at for your company on my mobile phone, what would I find? If you are like most firms, I will find a site heavy with text and hard to read on a phone screen. If I get even get to the stage of applying for a job, I would find it impossible without going to your career site.

If that describes your firm, you might want to think about developing a mobile-friendly recruiting process. keep reading…

What I Learned About Assessments From a Human Resources Technology Conference

by Oct 23, 2013, 5:28 am ET

For those who love technology and value it as an essential asset to the people side of business strategy, a conference held this near in Las Vegas, the HR Technology Conference, never disappoints. This year was no exception. It  seemed to be the biggest edition yet with a dizzying array of companies offering a wide range of solutions across the entire HR landscape.

I saw the major themes permeating the trade show floor as: unprecedented levels of individual accessibility and control over information of all types; social connectivity and easy integration of everything; data and analytics attached to most things; on-demand learning everywhere one turns; and technology as a means to support personal, corporate, and social responsibility.

I’ll leave the details of the big picture views to other analysts whom I feel have offered great insights, and drill down to my specialty areas: talent acquisition and specifically talent assessments. keep reading…

Learn to Identify the Qualities You Really Want in Your Next Hire

by Oct 2, 2013, 6:22 am ET

Many business leaders take a gut instinct approach to selecting talent. This means they know in their gut what they want their candidates to look like, but don’t take the time to fully develop a profile of the ideal person into a measurable description. Even if the ideal candidate is described in a job posting or a job description, it is often vague and lacks clear direction. In a recent exercise with a group of business owners and executives, we explored some of the qualities they looked for in candidates. I made two distinct observations and came to one conclusion. keep reading…

Like it or Not, You Are Testing Applicants (Part 2 of 2)

by Sep 20, 2013, 6:44 am ET

In Part 1, I explained that job skills walk around on two feet; past achievements are less important than the skills used to accomplish them; employers rent two-legged skills to do specific jobs; and headhunters produce about the same hiring quality as internal recruiters. I suggested readers Google “Principles for the validation and use of personnel selection procedures”and follow the SIOP.org link; and, read how applicants feel about organizations that follow best-practices.

In Part 2, I’ll continue the discussion.

Proficiency Test

If you want to learn whether HR is doing a good job screening candidates for critical job skills, ask the hiring manager. keep reading…

Like it or Not, You Use Tests (Part 1 of 2)

by Sep 18, 2013, 6:38 am ET

Two comedians are talking…

“Do you test applicants?”

“We don’t use tests.”

“Oh. You hire everyone who applies?”

“No … just the ones who pass interviews.”

“You know, interviews are tests.”

“We don’t use tests.”

You see, it’s a crazy conversation you hear in the corporate attorney’s office as often as the HR department. Everyone seems to forget that testing and assessment are just different terms for evaluating whether someone is job-qualified … like interviews. And, if an organization has more than one candidate lined up for a job, by definition they will use some kind test to separate those they think can do the job from those who cannot. FYI … research shows everyone’s favorite tool, the interview (aka test), tends to discriminate against minorities.

Remember: If you have more candidates than jobs, you use tests. keep reading…

Flunking the Test: Demystifying Pre-Employment Testing

by Sep 5, 2013, 1:37 am ET

The sad truth is, in the pursuit of money, needing a job and fear of failure, people create false resumes and falsify information when they go to an interview. To help ensure candidates are who they say they are, many companies do pre-employment testing before even doing an interview, let alone making an offer.

Questions to consider when choosing a testing or assessment program include: keep reading…

Hackathons Are Today’s Most Powerful Recruiting Tool

by Sep 4, 2013, 6:45 am ET

Screen Shot 2013-08-30 at 3.27.24 PMThe secret weapon in tech recruiting today is the hackathon. Most notably on college campuses the mega-hackathon has emerged as the top event for sourcing quality engineers. What started as friendly meetups organized by on-campus tech clubs has evolved into massive and disruptive hackathons with more than 1,000 students participating and companies like Facebook and Google swarming to shell out tens of thousands of sponsorship dollars. But not everyone has bought into the frenzy and some are maintaining an autonomous and even purist approach.

Hackathon as Recruiter keep reading…