Facebook is the most popular online social network in the world, so it only makes sense to use it to get job ads out there.
The concern is that by the very nature of having a candidate jump through the additional hoop of a test in the hiring process, it may deter a potential hire.
Several months back, we did an extensive survey on hiring of 750+ people at 575+ companies to get their insights on recruiting and hiring people for their organizations. If we were to boil the results down into a single, simple headline, here’s what it would be: “We really suck at hiring.”
You've discovered the perfect candidate. Their behavioral needs and drive match the position, but their cognitive score does not...Now what?
The resume may give us an overview of experience, education, and skills, but it is still information that is curated by the candidate. When we’re hiring, we need a better look under the hood.
PI is excited to announce the Crescendo release of its software.
How to avoid falling for their tempting but problematic charm.
There is a lot of talk from HR and hiring managers that the hiring market is tight. While unemployment rates are the lowest they’ve been in 15 years, organizations are forced to rethink their hiring strategies.
To a disappointed job candidate, the words “you’re not a good fit for our company” may sound like a sorry excuse to reject them. However, leading, high-performance, high-profit companies emphasize integrating best-fit people into their culture for sound, well-documented reasons.
Stakeholder buy-in an issue? Win them over with the power of science. Validity studies are the first step.
Multivariate Predictability is one of those terms that can send even the most seasoned HR or talent management pro scrambling for a dictionary. Multi-what-now?
Practical tips on how to avoid hiring a psychopathic manager.
Many of us grew up hearing, “You need to go to college to get a good job.” We all know things have changed—a lot. But let’s turn this idea around. How important is education to an employer?
HR professionals graded themselves a big fat C when it comes to their recruiting process. So where are they going wrong?
We hire blind. We start with a job description and then hope the ideal candidate falls into our lap—even though we haven’t been clear about what kind of person is needed for the job. But what if you knew exactly what you needed? What if you could find candidates whose behaviors are appropriate for the job you’re hiring?