February 18, 2015
Prevue Assessment Upgrades – 2015

Prevue Assessments are celebrating their 21th anniversary by implementing two types of upgrades:

Test Administration Upgrades:
These are changes to the administration of the Assessments through assessmentstation.com and are comprised of:
1. Request test taker for gender identification when they arrive at assessmentstation.com through a self-registration facility or the Prevue Applicant Processing account.
2. Add a new test takers website that test takers can access from the home page of assessmentstation.com to view information about psychometric testing or the Prevue Continue reading

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February 18, 2015
PeopleCLUES Upgrades 2015  – Psychometric  Employment Assessment

Improvements to PeopleCLUES Assessments

Shorter Personality and Attitude Assessments

We’ve listened to your feedback and have built an assessment that still provides great information on your applicants with fewer questions! The Personality assessment is going from 70 questions to 45 questions. The Attitude assessment is going from 140 questions (all scales) to 45 questions (all scales).

Attitude Report – Improved Reporting Graphics

The reports for the shortened assessments now more closely resemble the existing Job Fit report. Hiring managers can Continue reading

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February 17, 2015
How Will Your Potential Candidates REALLY Perform?

Research on how many job applicants make false claims in their CVs varies from a low 4 to a high 6 in 10. Most of these false claims are about the candidate’s education, career history and duties. Irrespective of the stats, it is safe to say that CVs will only tell you what the candidate wants you to know, not what you need to know. Over the years I have become quite blasé with using CVs as a hiring tool. Continue reading

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February 10, 2015

A recent study by the University of Toledo demonstrated that a group of interviewers had, for the most part, made up their mind within 15 seconds of meeting the candidate – that’s as long as it takes for the parties to sit down!

Hiring and retaining talent is always promoted by business leaders as the key to business success; but most managers are less “scientific” about hiring their “greatest resource” than when buying a piece of office equipment – they Continue reading

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January 25, 2015
The Four Key Dimension to Measure When Hiring – Understanding the Can Do, Will Do, Able to Do & Done That

About to hire a new employee? How will you assess their suitability for the job? After over 15 years of personal observations most hiring managers go into the hiring process without any framework of assessment. For those of you who are guilty of hiring by the ‘seat of your pants’, let me give you a few helpful pointers to get you more structured.

Before starting the hiring process you need to evaluate the competencies required for the job. A competency Continue reading

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December 4, 2014
Thick as a Brick

My mum was a woman of clichés, yes, I know, I am my mother’s son! When she got frustrated with people who were struggling to ‘get it’ she would always say, “Gosh, he’s as thick as a brick”. Last week was a week of dealing with “bricks”.

Two weeks ago I imported a batch of assessments from an Australian supplier. Basically a ream of paper. The goods landed in Auckland via UPS 7 days ago. I had a phone call Continue reading

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October 19, 2014
5 Ways Technology Can Relieve Your Recruitment Pain

An over-supply of candidates, driven by staffing cut-backs and unhappy employees seeking new roles because of wage freezes, are continuing to cause hiring managers grief when it comes to screening applications.

Many small to medium size New Zealand companies do not have the luxury of a dedicated HR team to help them through the ‘resu-mess’ (an aphorism for a mountain of resumes/CVs). It’s impossible for busy managers to effectively screen out unsuitable candidates when the daily grind of keeping the Continue reading

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August 6, 2014
The Cafe, a Coffee and a Job Interview – A Dangerous Brew

I work in a delightful complex. We have a small, efficient cafe in the middle of our office park run by a lady who has memorised the Christian name of every customer. I can’t tell you how powerful this is. I don’t care if the coffee is a bit ‘burnt’, or the sushi a bit dry.

Nothing is more uplifting than the warm personal greeting she gives me when I drop by.

I make a point of not eating at Continue reading

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August 6, 2014
Resume Overload – There is a Better Way

If you were hiring around the middle of last year you were struggling to attract a “live body”. My, how times have changed. It’s a new world out there. The application pool is in flood! We’re hearing from clients that a hundred plus applications can come through for just one position.

With high unemployment and antiquated employee selection practices, businesses are caught in a vortex of too many CVs and reduced resources to manage the influx of the applications.

For Continue reading

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August 6, 2014
Why Are Traditional Hiring Interviews So Unreliable?

Why do employees – hired by the same methods, doing the same job, and managed by the same person – perform so differently? Dependency on the traditional one-on-one unstructured interview is a prime reason.

Let’s first define the “Traditional Interview”…

  1. Traditional interviews are always unstructured, that is the hiring manager sits across the table from the candidate and has a general chat – often in an unstructured environment like the local coffee shop.
  1. Interview questions tend to seek opinions, not Continue reading
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