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Rethinking the Hiring Process: Assessments Are The Solution

Topic:
Rethinking the Hiring Process: Assessments Are The Solution
Date:
August 22, 2012 at 3:00 - 4:00 PM ET
Presenters:
Valerie Johnson, Principal(Career Talent Advisors)
webcastImgVirtual
Description
The current pool of available talent is larger, and more diverse than ever. This fact alone should tempt managers to rethink their hiring process. The quantity of people and the skills they have to offer can be overwhelming for companies trying to find the best fit for available jobs. The volume and quality of submitted resumes may breed anxiety for those trying to pick the best applicant.

Pre-employment assessments can help to alleviate the stress caused from hundreds of worthy resumes, by revealing an individual's behavioral tendencies, attitude, reliability and propensity for substance abuse and attitudes toward theft. Managers across the board encounter difficult selection and organization decisions. Assessments are a tool that can be used to clarify and solidify placement decisions. They provide the best possible insight for those seeking deeper information about employees. Assessments can be used in the hiring or development process. Companies who were forced to reduce the number of their employees during the economic downturn can utilize these tools to help them discover where their remaining employees will have the likelihood of succeeding.

In this webinar you will learn how pre-employment assessments can identify potential problems, limitations or developmental areas. A candidate may seem like an upstanding individual on paper, but in reality they may struggle with issues that could potentially be harmful to themselves, other employees, and the business. If a person does not have the aptitude necessary for a position, they may fail to remain constantly engaged in their work. This is difficult to discern simply by reading a resume. Pre-employment assessments can measure a person's work ethic. This information can be used by hiring managers to gage a person's worth to the company aside from the skills they may offer. If a person is unwilling to work to get the job done, they will most likely waste their time as well as company time, and in business time is money. Resumes are an important factor in deciding who will fill positions in a company, but they are biased and do not reveal a person's true character. Pre-employment assessments reveal the behaviors and attitudes that correlate with a work environment that a resume cannot show.
Who Should Participate
Talent Acquisition professionals, Professional sourcers and All HR professionals.
What You Will Learn
1-How to select the right pre-employment assessment for your organization, 2-How pre-employment assessments will help support your strategic objectives, 3-Common flaws of traditional interviews, 4-Barriers to Hiring Success and 5- Have an understanding of the benefits of adopting an assessment mindset to grow your organization.
Recommended Resources
http://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/
Communities
Human Resources Management
Staffing and Recruitment
Leadership
Career Management
Leadership Assessments
Succession Planning
HR Leadership
Managers As Leaders
Diversity Leadership
Women in Leadership
Screening, Assessment and Testing
Reference Checking
Career Transitions and Outplacement
Employment Applications
Testing
Assessment
Screening
Knowledge and Skills Testing
Behavioral Based Testing
Personality Testing
Technology Based Assessment Systems
Assessment Centers
Structured Interviews
Person-Job Fit
Situational Judgement
Automated Qualifications Screening
HR As Consultant
Small Business
Public Sector and Non-Profit
International and Global HR
Entrepreneurship
Contract Workforce and Talent Exchange
Integrated Talent Management
Quality of Hire
Online Staffing and Sourcing
HR in Canada
Presented by
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Valerie Johnson
Career Talent Advisors

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Career Talent Advisors
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File List
Feedback
Name Comment Rating
4 / 5
Very Good Presentation
2 / 5
Poor Presentation
Image of Phillip Holt Phillip Holt
Unemployed
3 / 5
Good Presentation
Image of Sherry Harvel Sherry Harvel
Federal Mogul
3 / 5
Good Presentation
Image of Jessica Locklear Jessica Locklear
Kerr Drug Inc
2 / 5
Poor Presentation
Image of Maynard Brusman Maynard Brusman
Working Resources
2 / 5
Poor Presentation
Image of Kelly Jordan Kelly Jordan
Riverway Business Services
2 / 5
Poor Presentation
Image of Rose Ferrer Rose Ferrer
Essex Property Trust Inc.
2 / 5
Poor Presentation
Image of Elvira Wolford, PHR Elvira Wolford, PHR
Bethune-Cookman University
4 / 5
Very Good Presentation
Image of Juliana Caimi Juliana Caimi
Oakwood Worldwide
3 / 5
Good Presentation
Image of Kailani Budano Kailani Budano
Corinthian Colleges, Inc.
4 / 5
Very Good Presentation
5 / 5
Excellent Presentation
Image of Lisa Brandt Lisa Brandt
Quorum Federal Credit Union
3 / 5
Good Presentation
Image of Scott Nelson Scott Nelson
State Farm
4 / 5
Very Good Presentation
Image of Jennifer Garwick Jennifer Garwick
Toyota Motor Sales U.S.A., Inc.
3 / 5
Good Presentation
Image of Kimberly Seigh Kimberly Seigh
Kerr Drug Inc
4 / 5
Very Good Presentation
Image of Dalene Crowder Dalene Crowder
Verizon Telecom
4 / 5
Very Good Presentation
Image of Wendy Jones Wendy Jones
Intersections Inc
4 / 5
Very Good Presentation
Image of Angie Coombs Angie Coombs
Unemployed
4 / 5
Very Good Presentation
Image of Mayerlin Arias, PHR/CIR/CDR Mayerlin Arias, PHR/CIR/CDR
Coca-Cola Enterprises Inc. (Corporate Headquarters)
4 / 5
Very Good Presentation
3 / 5
Good Presentation
Image of Toni Summers Toni Summers
PricewaterhouseCoopers LLP
5 / 5
Excellent Presentation
Image of Pamela Fails Pamela Fails
Helix Energy Solutions Group
3 / 5
Good Presentation
Image of Baruch Marmor Baruch Marmor
B.M. SQA Consulting
"I have some ethical problems using assesments in connection with personality test 3 / 5
Good Presentation
Image of Sabrina Plog Sabrina Plog
OGE ENERGY CORPORATION
It seemed like the speaker was reading from a script. It is less engaging for people in a webinar when the presenter does this. We only hear the person and don't see them so they really shouldn't read a script! 2 / 5
Poor Presentation
Image of Shirley McAllister Shirley McAllister
AIM Intenational Inc.
1 / 5
Bad Presentation
Please have the presenter more familiar with the technology. 4 / 5
Very Good Presentation
Presentation was a bit slow (meybe becouse no familiar with the IT tool) and maybe no right to the point. Thanks. 3 / 5
Good Presentation
Image of Sherri Boyer, SPHR Sherri Boyer, SPHR
UNITED PETROLEUM TRANSPORTS, INC.
Presenter did not hold my interest. Came across as reading information rather than presenting information. 2 / 5
Poor Presentation
Image of Kelly Morris Kelly Morris
Franklin Templeton Group
The speaker really struggled technically and the subject matter was not new to me. The slides I had interest in she glossed over. 2 / 5
Poor Presentation
Image of Lyle Babcock Lyle Babcock
City Of Saint Paul
"When doing polls either allow for multiple answers or ""None"" or ""N/A"" when that may be an option. Don't force an answer." 3 / 5
Good Presentation

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