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screening RSS feed Tag: screening

Worker Drug Test Positives Rise for First Time Since 2003

by Sep 11, 2014, 12:14 am ET

Quest drug test 2013 resultsAfter a decade of slowly declining workplace drug test results, Quest Diagnostics said the trend reversed last year with more workers testing positive, particularly for marijuana and amphetamines.

Although the total positive results are small — of 7.6 million urine tests 3.7 percent were positive — it does represent a 5.5 percent increase from 2012′s 3.5  percent positives and it is the first increase since 2003, when 4.5 percent of the samples found traces of drugs. keep reading…

Experience Is Overrated — Arguments for Hiring Talented Individuals Without Perfect Credentials

by and Sep 8, 2014, 12:09 am ET

Southwest Airlines listening centerOrville Wright did not have a pilot’s license –slogan used at Facebook to warn hiring managers not to overly focus on credentials

I, the lead author, have 40 years of experience working in the talent space. But given that experience, I still don’t understand why recruiters and hiring managers place such an unwavering emphasis on hiring only individuals with “direct experience” (i.e. experience working with the specific job title that they’ve applied for). So despite my extensive personal experience and education, I agree with the conclusion reached by Google, Facebook, and most startups that many of the best hires are those whose education, experience, and other credentials are not a perfect “fit” for a job opening.

The Track Record of Those With No Direct Experience or Weak Credentials Is Impressive keep reading…

Refusing to Hire Overqualified Candidates – a Myth That Can Hurt Your Firm

by Aug 25, 2014, 12:31 am ET

Imagine being assigned a physician and then purposely rejecting them solely because they were “overqualified” for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications.

There is simply no excuse in this new era of data-based recruiting to adhere to this old wives’ tales” in hiring. I have written in the past about the cost of rejecting “job jumpers” and in this article, I will focus on the false assumption that hiring candidates who are “overqualified” will result in frustrated employees who will quickly quit. There is simply no data to prove any of the negative assumptions that are often made about overqualified prospects or candidates.

There Are No Proven Performance Issues Related to Being Overqualified keep reading…

Don’t Listen to the Naysayers — You Do Need Creatives

by Aug 15, 2014, 12:56 am ET

Screen Shot 2014-07-03 at 9.57.56 AMIf you’re not a “creative,” you’ve probably been annoyed by a creative’s lack of organization or follow-through at some point. You may even be reveling in the recent onslaught of articles arguing that creative employees only waste time and money.

But no matter how “Type A” you are, you can’t afford to overlook creatives’ potential in this increasingly innovation-focused market. 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…

Examining Zappos’s ‘No Job Postings’ Recruiting Approach — Innovation or Craziness?

by Jun 2, 2014, 12:01 am ET

Inside Zappos profile pic - updatedThe new recruiting “no job postings” website of Zappos is truly unique.

First off, you have to give the Zappos team credit for eliminating anything in recruiting, because we have a long history in recruiting of adding but never subtracting approaches.

The new talent community declares the end to job postings and the painful transaction between applying for a specific job and getting a cold rejection. It further offers the opportunity to become “a corporate insider,” where you join the firm’s exclusive “talent community,” made up of interested prospects and applicants. In essence its own social network that the firm can use to keep in touch with applicants over time. It can also use the information that you provide during the increased interactions with recruiters to find the right job for you, even if it’s outside the typical jobs that you would have applied for.

This article critically analyzes this new approach in order to highlight possible advantages and problems with this approach for others that may be considering a similar move. keep reading…

Steps for Increasing Your Speed of Hire in Order to Improve Your Quality of Hire, Part 2 of 2

by May 5, 2014, 2:06 am ET

This continuation of the two-part article covers specific actions that corporate recruiters can implement to speed up their hiring during each individual step of the recruiting process. Part 1 covered the cost of slow hiring and some advanced steps on how to improve the speed of the overall hiring process.

Speed Improvements for Each Major Step of Recruiting keep reading…

Recruiting High School and Non-degreed Top Talent — A Missed Corporate Opportunity

by Mar 3, 2014, 5:43 am ET

Screen Shot 2014-02-26 at 12.55.50 PMIn case you didn’t hear about it, college football powerhouse Alabama recently offered a scholarship to eighth-grade football player Dylan Moses and LSU offered a scholarship to a ninth grader. Before you react in shock as a parent might, consider the fact that teenage talent may be the last remaining untapped corporate recruiting pool.  keep reading…

Moneyball and Recruiting: The Future of Hiring or Pie in the Sky?

by Feb 20, 2014, 12:29 am ET

Screen Shot 2014-02-19 at 9.31.09 PMMoneyball is getting to be the new buzzword in recruiting. We’re supposedly on the cusp of a data-driven revolution in hiring. And it seems one is sorely needed, judging by the state of hiring practices today.

When NASA was just getting started many of the engineers that were hired were chosen only on the basis of their resume and cover letters. That was the norm for many jobs up until the 1950s. Interviews were not common for jobs where the candidates were located far from the worksite — the cost of travel, and even long-distance calls, made them unaffordable. Then employers started using all types of assessments, which would suggest that hiring must have improved dramatically over the 50 years that have elapsed.

One would be wrong to reach that conclusion. keep reading…

LinkedIn Buys Job Matching Company as It Plans for Jobs Posting Boom

by Feb 6, 2014, 7:22 pm ET

4th Q job board financials 2013LinkedIn made a sort of history today. For the first time since going public three years ago the company’s stock price dropped even though LinkedIn beat Wall Street’s expectations for earnings and revenue, and, for good measure, announced it had acquired a fast-growing matching-based job board for not much cash.

Reporting its fourth-quarter financial performance after the markets closed this afternoon, LinkedIn said it earned 39 cents a share on revenue of $447.2 million. The company simultaneously announced it had acquired Bright.com, a two-year-old startup that matches jobs to seekers by scoring the latter on how well they fit the position.

The $120 million price will only require LinkedIn to come up with about $36 million in cash, a pittance for a company with $803 million in the bank. The balance will be in LinkedIn stock, which, after dropping more than 7 percent in after-hours trading, is now around $207 a share. keep reading…

I Filled a Job You Didn’t Know You Had

by Feb 4, 2014, 6:27 am ET

OK, so you’re a hiring manager, and you’ve just arrived at the office, grabbed your coffee, and opened up your email inbox. There — in boldfaced lettering — the subject line of my email screams

JOB PROPOSAL MEMO.

And you’re thinking … great. Another spam from some job seeker. But you open it anyway.

And that’s how my story at Beyond.com began. 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…

Judging the Voice: The Reality of Phone Interview Bias

by Jan 24, 2014, 6:44 am ET

Screen Shot 2014-01-20 at 8.42.21 PMWhat do you have in common with Cee Lo Green, Christina Aguilera, Blake Sheldon, and Adam Levine? If you spend time searching for top talent, quite a lot! After all, with the rise of HR phone screening and first-round phone interviews, recruiting is beginning to resemble the blind auditions on the blockbuster TV show, The Voice.

On The Voice, blind auditions ensure that talent is judged fairly, with no bias based on their appearance. On the recruiting front, the voice of a job candidate could unwittingly cause bias or at least weigh heavily on the decision-making process of an interviewer.

Now, some would say that candidates actually benefit from phone screenings because initial decisions are not influenced by a candidate’s appearance or body language. However, research suggests that many candidates’ voices could sway first impressions and damage their chances for a second interview. After all, it’s human nature to make silent judgments about people based on how they speak.   keep reading…

‘Only Some People Are Talented’

by Jan 21, 2014, 5:57 am ET

This is what an employee of a client of mine said to me this week. He continued, “And we should only hire the talented people.”

This is worthy of a conversation. keep reading…

NFL Highlighting How ‘Problem Generators’ Affect These 5 Components of Your Business

by Nov 14, 2013, 9:45 am ET

Screen Shot 2013-11-13 at 11.20.45 AMFootball, and in particular the NFL, is a big part of my life. Not only do I enjoy the game and all it has personally done for me, I enjoy all the lessons about business management it has to offer. In the latest rounds of NFL scandals the Miami Dolphins offensive lineman Richie Incognito was accused and tried in the media for work place harassment. It has caused another valuable member of its offense of line, Jonathan Martin, to quit the team and create a storm of controversy about the culture of the NFL locker rooms. Is this commonplace? Is it generally accepted behavior for professional football players? Probably not. As this controversy continues, we may find out differently. From what many of the experts are saying this is simply a case of mismanagement, and a player or players out of control.

In the business world, degrees of “problem generators” like Incognito exist; these are the people with the bad attitudes masked by talent. In some companies they are more prevalent than others. Many organizations actually seek to eliminate these problem generators and prevent them from ever being hired using some of the techniques and tools suggested in this Simple Guide to Interviewing for Attitude. One bad apple can cause a lot of damage, and the evidence is obvious when the promising Miami Dolphins lose to the winless Tampa Bay on Monday night mostly due to the loss of two key players.

Problem generators create host of subtle but extremely damaging side effects. Here are my top five areas that are affected the most by a problem generator. keep reading…

6 Reasons Why Overachievers Frequently Under-deliver

by Oct 3, 2013, 6:30 am ET

As a fresh crop of recent college graduates hits the job market, big hiring enterprises are out to harvest the cream of the crop. Summa cum laud graduates from top-tier schools with focus, ambition, and confidence are ripe for the picking. After all, many of these dynamos possess the traits we look for in future leaders. But, be warned! A bodacious resume is not a true measure of future success. keep reading…

Now Hiring: No Experience Required

by Sep 25, 2013, 6:31 am ET

Bethany-PerkinsYou know how it works: if the candidate has the right number of years of experience, doing the right things at the right company in the right industry, voila! They make it through the applicant tracking system.

That’s not quite the case at one company, called Software Advice. Bethany Perkins heads up human resources and recruiting at the Austin, Texas, organization that’s not fixated on what many others are.

She and I talk about what criteria she looks for in a candidate — if experience is not the be-all-end-all — and how she judges whether people meet that criteria. We also touch on whether a college degree matters or it doesn’t.

The eight-minute video is below. 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…

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…