Tag Archives: Screening & Assessment

By Mike Digiovanna, Allegations against Angels’ Mickey Callaway prompt scrutiny of MLB hiring practices “It makes you look negligent,” said Dr. John Sullivan, a retired San Francisco State professor of management who has advised numerous Silicon Valley companies, including Google, Facebook and Twitter, on how to vet candidates for past …

New-hire identity fraud is now more likely because of the shift to 100% remote hiring. Unfortunately, that could mean that the recently hired employee that you remotely interviewed and that you’ll now see only on a Zoom screen is really someone else.

If you’re striving to learn how to hire remote workers (or if you strive to become one), here are some ideas that should stimulate your thinking about how it could be done.

When you analyze the data, it becomes instantly clear that screening out resumes because of spelling and grammar issues is a costly and antiquated practice. For example, many people simply assume that any job that requires writing can’t be successfully filled by someone who is a weak speller. That doesn’t …

Once you realize that most of the work done by professional-level employees involves solving a series of complex problems in a team environment, it makes sense to ensure that you assess a candidate’s problem-solving capability. The smartest recruiters and hiring managers go the next step and focus specifically on how a candidate solves problems.

As seen on ERE Media, January 22, 2018. Improve Candidate Assessment by Adding Problem-Focused Whiteboard Tests Let’s look at the data. The current state of hiring and candidate assessment is problematic because research shows that 46 percent of new hires fail in their first 18 months on the job. Because most firms …

What firm doesn’t need to be strategic? In fact, what could contribute more to the success of an organization in today’s fast-changing world of business than having a large cadre of strategic thinkers? As a result, CEOs would love to have as many of them as possible at all levels …

The talent management practice with the highest business impact, by far, is recruiting. But, a significant part of that impact will be reduced if your hiring managers do dumb things. Yes, hiring managers are the No. 1 contributing factor to hiring success, according to Bersin by Deloitte. Unfortunately, most hiring …

If you are a manager who operates in a complex environment where problems seem to come at you from all sides, you can dramatically improve your business results by hiring “360-degree people.” If you aren’t familiar with this type of person, a 360-degree individual is much like an agile basketball …

What could be simpler than assessing "the fit" of a candidate?