Tag Archive: Assessments and Simulations

  1. Placing Pre-Employment Assessments Early in the Hiring Process

    Pre-Hire Assessments find the candidate that is more productive with the right skills for the job while lowering attrition

    Hiring someone who is a poor organizational job or culture fit, or lacks the right skills, causes a lot of divisiveness in a workforce, while lowering productivity and increasing attrition. When it happens enough times, or attrition rates remain stuck at higher than 30%, recruiters are usually ordered to do a better job of finding more qualified people, and hiring managers are told to do a better job of selecting people from among the job candidates that make it to final consideration.

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  2. Early Stage Attrition in Call Centers ” Why Employees Leave Within the First 90 days

    What causes early stage attrition and employee turnover in call centers?

    Depending on the source of the statistics, the average turnover rate for all employees within the first 90 days is 33-percent, but the number can jump to 45-percent for call centers. This is an expensive proposition for employers. Various studies have found the cost to replace an employee can cost the employer approximately 33-percent of the employee’s annual salary. ZipRecruiter says the average call center job pays $18 per hour in the United States, so replacement cost is over $12,000 for a full-time frontline employee.

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  3. Hiring for job skill. Are degree-first hiring methods dead?

    Expanding Role of Pre-Hire Assessments for Skills-Based Hiring in the Labor Market

    What do Bill Gates, Mark Zuckerberg, Daniel Ek and Jack Dorsey have in common? Answer: They are just some of the people who never finished college yet founded and run some of the largest, most innovative and hugely successful tech firms in the world. Many members of the large elite group dropped out of college and first went to work after being hired based on their skills and not on their degrees. Only then did these people start companies that have changed the world.

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  4. Invest in Pre-Hire Assessments to Save Money & Improve Company Culture

    Pre-employment Assessments Save Money & Improve Company Culture

    There’s more information about job candidates available in today’s social media world than was available even a decade ago, and many recruiters make use of personal profiles to determine if a candidate is a good fit for a job. This approach isn’t exhaustive, though, and it’s essential to remember that appearances can be deceiving.

    You need better tools in the hiring process

    What if you had access to a call center test simulation or pre-hire talent assessment?

    Assessments such as these can help you determine if a given candidate is the right fit for your job. Known as candidate assessment testing, these pre-hire tests are designed to give recruiting and hiring managers a basic idea of a candidate’s personality and work disposition. Talent testing tailored to your industry can also help you determine if applicants have the knowledge and skills to excel in a given position.

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  5. The Most Accurate Way to Evaluate Applicants – Contact Center Critical Skills

    Contact Center Representatives need an array of Skills, Abilities, and Personal Characteristics

    Contrary to what I used to believe before I immersed myself into the contact center arena, contact center roles are complex and difficult jobs that require representatives to bring an array of skills, abilities, and personal characteristics to the table in order to perform successfully. (more…)

  6. Pre-Employment Assessments Aren’t Only for Skills Testing

    Employment assessments evaluate skills and can identify candidates that have the personality traits and attributes employers want

    With a fiercely competitive job market and hiring costs on the rise, finding qualified candidates is not enough. Today’s employers want to find the “right” qualified candidate. Certainly, employers want candidates with the right skills, but they also want candidates that will “fit” well into the company culture.

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  8. Gen Z is Here and Bringing Implications for Hiring Assessments

    what are Gen Zers thinking and expecting in terms of employers and work?

    They will comprise at least 20% of the workforce by the year 2020

    Here they come ” knocking at your recruiter’s door (so to speak)! Born in 1997 or later, the first group of Gen Z college graduates will soon be ready to start their careers, and projections indicate they will comprise at least 20 percent of the workforce by the year 2020. If you have not considered what Gen Zers are thinking and expecting in terms of employers and work, then you likely have not begun adapting your talent system to recognize their differences and the changes they will bring to your operations. Every element of your talent management process ” recruiting, hiring, developing, managing, engaging, assessing ” needs to take Gen Z into consideration to successfully compete in the labor market.

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  9. Great Technical Skills but the Wrong Personality for the Job

    first assess a job candidate for technical skills, then assess their personality and behavioral characteristics

    New York Times bestselling author Gretchen Rubin wrote the book, The Four Tendencies, and in it she presents a unique personality framework to guide people in determining the right job fit. She asks one question: How do you respond to expectations? The answer determines which of the four personality categories the person falls within.

    Four personality categories a person falls within

    1. Upholders ” people who readily meet inner and outer expectations, like work deadlines and personal goals
    2. Questioners ” people who do not like arbitrariness or inefficiency, so question all expectations
    3. Obligers ” people who are good at meeting outer expectations but have trouble meeting inner expectations, creating personal conflict
    4. Rebels ” people who resist all outer and inner expectations, doing only what they want to do, and even then, doing it on their own time and in their own way

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