It never ceases to amaze my how many companies continue to use assessments like DISC and Meyers Briggs for hiring. Science is clear that this is a big no, no! Read this very brief article to understand why.
Welcome to Episode 6 (8 minutes) of The Tips For Hiring Show with Rob McKay MA(Hons) Organisational Psychology.
In this week’s show we address the questions: Why use a psychological test within your selection process? Aren’t they expensive? Aren’t these type of testing only used for top executive appointments? Don’t I need special training, or a Psychologist to conduct and interpret test results? These are common questions the team at AssessAdvantage field everyday. Psychological testing Continue reading →
I was doing a tidy up of my ‘published articles’ scrap book and came across this article. It was published in the NZ magazine, Employment Today in 2010. Thought you may find it interesting and informative – Click HERE to download and read it. Enjoy!
This article quotes the creator of our PeopleCLUES assessment platform, Julie Moreland. I particularly like the link in this article to research that conclusively demonstrates how people develop an irrational aversion to relying on algorithms (like employment tests) once they have one bad experience, even if the assessment(s) been proven to work most of the time. And of course, there’s the natural human fear of being replaced by a Continue reading →
we wanted to share our latest Business Impact Presentation. The attached presentation includes statistics from The Aberdeen Group, which is a well-respected provider of fact based business intelligence research, about the impact of using assessments in organizations.
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 →
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 →