Traitify
AUGUST 23, 2017
Hiring the best candidate can be tricky and employers have to decide which are the best tools, such as interviews and personality assessments, for making their decision. In these cases in particular it is easy to see how a personality assessment might be used to help alleviate certain biases that can be present in interviews.
Plum.io
JULY 13, 2016
Often, these soft-skills did not match how they presented themselves in the interview. I realized the importance of using a pre-employment assessment to filter through the applicants. Pre-employment assessments have grown in popularity recently. The filtering is job-related and EEOC compliant.
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Recruiters Lineup
MARCH 27, 2023
This technique can be particularly useful for assessing technical skills, as it provides a more practical and interactive way to evaluate candidates. Personality Assessments Personality assessments have been used in recruitment for many years, but they have evolved to become more sophisticated and accurate.
Workable
JUNE 23, 2021
Here’s a brief breakdown of Workable Assessments: the cognitive part consists of four tests measuring different types of mental skills – abstract reasoning, numerical comprehension, verbal comprehension, and attention & focus. Cognitive Assessments. Workplace Personality Assessment.
The Staffing Stream
JANUARY 20, 2021
When the pandemic forced us to transition to a remote work world, it became clear that personality would have a strong influence on how well individuals handed the change. Would a shy person feel a greater sense of security presenting from the comfort of computer during a Zoom call rather than in person?
Hireserve
MAY 24, 2023
How to Identify Soft Skills during the Recruitment Process Assessing and identifying soft skills during recruitment is not easy – these are qualities that can be hard to measure as they are generally intangible. Its best to consider these types of skills as not just job-related, but imperative for your new hire to possess.
Devskiller
NOVEMBER 16, 2023
Recruitment methodologies were primarily rooted in an individual’s gut feeling, their network of personal relationships, and rudimentary appraisal techniques. It was an environment where first impressions were paramount, and one’s ability to articulate and present oneself often held more weight than actual competencies.
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