Hilary Briggs shines a timely light into the perplexing subject of whether to invest in Team Building during tough economic times, and recommends an effective approach to match budgets and circumstances: In tough economic times lower sales trigger the need for cost reductions and a slimmed down workforce. The consequences are often redundancies and the… Continue reading Why team building doesn’t work in tough economic times
We have been working with Angela & Fraser Atkins at Elephant HR to develop a suite of New Zealand specific HR Knowledge Tests aimed at three levels of HR roles, with the intention of providing employers of HR professionals with an objective tool to support their recruitment and development decision making. The tests are written… Continue reading Take Part in Building New Zealand’s First HR Skills Tests
The 5th July edition of New Zealand’s Dominion Post ran a major story on public sector staff in The Dept of Conservation and Ministry of Business & Innovation being required to complete personality questionnaires as part of a redundancy selection process. Whilst the article itself was somewhat flimsy journalism that got little further than identifying… Continue reading Using Psychometric Testing in Redundancy Selection
I was prompted to write this after several recent experiences of clients and enquirers asking why they should take abstract reasoning scores seriously and even asking for the test to be removed from the ability test battery so they could concentrate on numerical, verbal and checking scores. The common theme in all these conversations was… Continue reading Valuing Abstract Reasoning Tests
BBC Capital Maybe nice guys really do finish last. Is it possible that being too agreeable or too nice in your dealings with customers, colleagues, subordinates or supervisors is more negative than positive? Could kindness be holding you back in your career, or be stunting your ability to get a better deal? Several LinkedIn Influencers… Continue reading The downside of being nice at work
Busy schedules and expectations from clients, candidates and society in general that interactions and processes are conducted online have had a much debated effect on how psychometric and other assessments are conducted. In just the past two years, we have seen and led that change to the point where we have conducted traditional in-person supervised… Continue reading Online Candidate Testing & Assessment. Balancing benefits against risks
Accounting Skills Tests Request After many months of R&D we are nearing the end of a process of developing NZ Specific Accounting Skills Tests to assist employers in determining current skills/knowledge and development priorities for recruitment and development purposes. We are now at the stage of pilot testing the draft tests with some qualified and… Continue reading Accounting Skills Tests Request
Let’s be blunt for a moment. Exceptional sales candidate’s are few and far between and when they enter the job market, they can choose their next employer to a greater extent than most. In spite of this, many managers and recruiters still approach the selection process as if they somehow hold all the cards and… Continue reading Sales Managers & Recruiters: Why would that top sales candidate want to work for you?
I first read the terms ‘Candidate Abuse’ and ‘Interview Abuse’, last month on BBC Capital and immediately had to know more. The article catalogued a series of experiences of US and UK job applicants being put through tortuous and protracted multi-stage selection process, only to come second place, or even be offered a job with… Continue reading Interview and Candidate Abuse
Perhaps one of the reasons some people complain about the perceived high cost of personality profiling is that they consistently fail to utilise the full value of the information they have gathered in the selection process. From the employers perspective, most of the time the profile report gains the full attention of the selection panel… Continue reading Making the Most of Personality Profile Reports
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