Posts Tagged ‘psychometric’

Talent Acquisition Tips and Christmas Tree Lighting – can you elucidate and shine?

01/01/2013

Talent acquisition is like Christmas Tree Lighting – done well, it lights up the org tree and illuminates its best features. Here are 13 enlightened talent acquisition strategies. Download the article, comment on EITHER whether these should be done in Series, and if so, in which order, OR whether these should be done in Parallel, and if so, why, and then vote on someone’s else’s comments to see which Star comes out on top!

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Do you think you can prepare for a psychometric test? If so does it depend on what type? What would you advise?

24/11/2009

A Reader asks RecruitAdvisory …..

Do you think you can prepare for a psychometric test? If so does it depend on what type? What would you advise?

If you can prepare for a psychometric test (and by doing so get a “better” score), then the test is redundant. A job-specific test alongside an integrity test is the most accurate way of assessing someone, but it requires alot of work beforehand to assess your top performers in each job in order to profile them and then feed that into the job-specific test.

The more you use this effective combination, the more predictive and successful your recruitment will become. Of course, you need either to be a recruitment agency or a large employer assessing alot of candidates to get the volume to become predictive, and then you need a recruitment platform that plug ‘n’ play connects the test reporting with the recruitment workflows with Quality of Hire Management Reports.

When recruiting, do you prefer to receive 1) chronological or 2) skills based CVs?

17/06/2009

A Reader asks RecruitAdvisory ……

When recruiting, do you prefer to receive 1) chronological or 2) skills based CVs?

From hearing what over a thousand different recruiters like, the vast majority prefer a blend of both chronological and skills-based CVs with an emphasis on the latter. What a few recruiters who have the luck to have it want is a parsing tool like BurningGlass which can sort the details of the CV in either/both chronological and/or skills-based way, plus a grading report on each candidate who has answered a range of questions (psychometric, job-specific, aptitude, integrity, as examples) supplied by the likes of Effectivate. A few also have the luck to have an automated search on open databases like facebook and closed ones like job-boards giving the recruiter further background information about the CV from the same screen as they review the CV (like careerbuilder’s Applicant Explorer and AIRS). Still other recruiters like to be able to go a step further, use their own internal store of talent pools & pipelines, and review CVs which, although originally sent to them maybe five or so months ago have been updated from open & closed databases so that they are up-to-date. If you could get all that in one integrated package, what a productivity tool that would be?!