I’m of 2 minds regarding this article from CareerJournal.com – Is Your Style the Right Fit For the Job You Are After? We always encourage companies to assess candidates even if it is only for communication style. Although hiring based on communication style is the least predictive approach of assessment-based hiring, it is still far superior to gut-level hiring. When looking for or accepting a new assignment, matching or adapting your personal style to the needs of the position can mean the difference between success and failure. Well, that is an easy concept for which to write, but a difficult action to implement. Rarely is there a position that requires… Read More
Continue ReadingHow to Win the Talent Wars
From Sales & Marketing Management’s e-newsletter (sorry, no link available): How to win the talent war: * Assess current strengths and gaps. Review the talent on hand and what your future needs will be. * Create a vision and strategy. Identify the tools, processes, and technology you will need to fill your talent gaps. Create a vision that can be embraced by a those who will be asked to do the recruiting work. * Complete a readiness assessment. Is your organization ready to jump into the talent wars? Is the culture prepared to support the impact of a new talent vision? * Build the business case. Identify the benefits to… Read More
Continue ReadingIn Support of Assessments
I read Perfect Score = Perfect Job? a few days ago on Forbes.com and am catching up to comment on it now. It is a good read with many excellent points in support of assessments. I previously posted about an article that discussed the ability of candidates to refuse to take the assessments. This article goes a long ways in articulating the purpose and results of effective, validated assessments. …the process benefits both sides by matching the employer’s needs with the candidate’s skills and interests. To put a sharper point on it, assessments measure the candidate’s skills, aptitudes, style and motivations to the specific needs of the position for which… Read More
Continue ReadingAn Opportunity-Limiting Move
What If Employers Want You to Take a Personality Test? is a stretch of an article from monster.com. Surely it is written to generations X and Y and falls under the category “Work/Life Balance.” (see our new article released this week regarding this topic). The author advocates a position of questioning the assessment process to the point of respectfully declining to take the test. In all fairness to the author, he does state that theoretically a candidate could decline but that approach is not realistically a strong position for getting the job. First off, “personality test” is a fat phrase – it can encompass a broad array of assessments. This… Read More
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