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Why Using Assessments in the Hiring Process is Critical!

Topic:
Why Using Assessments in the Hiring Process is Critical!
Date:
December 13, 2012 at 3:00 - 4:00 PM ET
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Description
In this session attendees will learn about the importance of using assessments during the hiring process. They will learn how it supplements the traditional interview and provides a true value to the organization from a financial standpoint.
Companies invest significant time and money to acquire talent. Every time a company extends an offer; it needs to answer a few critical questions such as:
-       “If we hire this person will the person be able to perform the job and to what level of excellence?”
-       “If I hire this person will the person stay in the job long enough to justify the costs that are associated with hiring and training the person” (i.e., Does my company offer what this person is looking for in terms of his psychological, sociological and demographic needs?)
Most of these decisions are taken typically through a nebulous process of unstructured interviews utilizing information about the candidate that is confined to a resume (not necessarily an unbiased or accurate representation of the individual) and the recruiters or managers interpretation of “right” talent, with scope for bias exposing the organization to significant hiring risks.
Companies constantly manage business risks like extending credit, underwriting insurance, selling mortgages, investing their cash utilizing tools and models to set guidelines for their managers. And we all know that hiring decisions are nowhere close to perfect. So when it comes to hiring decisions why don’t companies systematically manage their hiring risk?
A larger part of the “wrongs” in managing talent begins in the early phases when talent is being acquired due to:
-       Limited guidelines on how many “wrong” hires are acceptable
-       Absence of processes that monitor how many of these decisions ended being: “right” vs. wrong”
-       The absence of sound assessment tools to help make better hiring decisions.
This marks the beginning of an unproductive employee (asset) life cycle for the organization, resulting in poor employee performance, reduced managerial productivity, constant hiring and firing, etc. All this in turn results in high training costs, unplanned attrition, low employee morale, poor job person match that eats into a company’s profitability and organizational productivity and ultimately the loss of revenue. Assessments are the answers that allow companies to make an impact on their bottom line through making better hiring decisions.

Who Should Participate
Managers and above
Extra Learning Material

All Registered HR.com members are also eligible for:

  1. A copy of the slides presented in this presentation. These are available before and after the presentation.
  2. A Real Media file of the presentation. This file can be downloaded to your iPod or MP3 player after the presentation.
  3. Access to more than 400 podcasts with HR Gurus and Industry Leaders (downloadable files available 24 hours after the live broadcast) as well as access to our blogs, polls, surveys, 25,000+ article library, Business Book Reviews and so much more!
Recommended Resources
Categories
Staffing and Recruitment
Simulations and Work Samples
Quality of Hire
Online Staffing and Sourcing
What You Will Learn
Attend this webcasts and learn:
  • The importance and value of assessments
  • The differences among different types of assessments
  • How to use assessments fairly and stay out of trouble
  • What can happen if assessments are not used
Sponsored by
AlignMark, Inc
AlignMark, Inc
Since 1976, AlignMark has designed and implemented industry changing programs for the purpose of recruiting, selecting and developing the human capital asset of the company.
Presented by
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speaker spacer
Cabot Jaffee
AlignMark, Inc

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Who is Eligible

This webcast is available to all registered HR.com members for free. You are currently subscribed to HR.com as a Free Member.

Click the button to access this webcast. Archives, MP3 and PowerPoint slides

What is Required to Attend

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Once you register for the webcasts, full login instructions will be sent to you 24 and 2 hours prior to going live. You must run the system test to ensure you can access the session.

Documents

Feedback
Name Comment Rating
Image of Laura McLaren Laura McLaren
Iron Hill Brewery & Restaurant
4 / 5
Very Good Presentation
Image of Heidi Monroe Heidi Monroe
ADP, Inc.
5 / 5
Excellent Presentation
Image of Cathy Loudon Cathy Loudon
Horizon Hospitality Associates
3 / 5
Good Presentation
Image of Marsha Newton Marsha Newton
Elwood Staffing
3 / 5
Good Presentation
Image of MiChelle Thorsen MiChelle Thorsen
Edmonds Community College
4 / 5
Very Good Presentation
Image of Illona Sun Illona Sun
Ports International Retail Corporation
3 / 5
Good Presentation
Image of Christina Pishko Christina Pishko
WORLDPAC, Inc.
5 / 5
Excellent Presentation
Image of Katie Omo Katie Omo
Elwood Staffing
3 / 5
Good Presentation
Image of Robyn Streeval Robyn Streeval
Elwood Staffing
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Sue Mowery Sue Mowery
Southwest Credit Systems, LP
3 / 5
Good Presentation
Image of Kathy Lewis Kathy Lewis
Qualis Corporation
3 / 5
Good Presentation
Image of Shondra Leary Shondra Leary
DEERFIELD ADVISORS
4 / 5
Very Good Presentation
Image of Andrea Wilson Andrea Wilson
BestWork DATA
5 / 5
Excellent Presentation
Image of Christine Broaders Christine Broaders
Direct Interactions
3 / 5
Good Presentation
Image of Deborah Aceto Deborah Aceto
Montgomery College
3 / 5
Good Presentation
Image of Carmen Alston Carmen Alston
Cameron International Corp
4 / 5
Very Good Presentation
Image of Nancy Ellis Nancy Ellis
Kelly Services, Inc.
4 / 5
Very Good Presentation
3 / 5
Good Presentation
Image of Sue Reichert Sue Reichert
University of St Augustine
5 / 5
Excellent Presentation
Image of Adrienne Vanderberg Adrienne Vanderberg
Central California Blood Center
4 / 5
Very Good Presentation
Image of Elaine Pedersen Elaine Pedersen
Optometric Services Inc
4 / 5
Very Good Presentation
Image of Anna Young Anna Young
Saskatchewan Research Council
3 / 5
Good Presentation
Image of LaTrelle Porter LaTrelle Porter
City of Savannah
4 / 5
Very Good Presentation
Image of Gary Fisher Gary Fisher
HR Professional, PHR
4 / 5
Very Good Presentation
Image of George Steele George Steele
Miami Dade Juvenile Service Department
3 / 5
Good Presentation
Image of Lyle Babcock Lyle Babcock
City Of Saint Paul
Good presentation. 4 / 5
Very Good Presentation
Image of Christine Williams Christine Williams
Executive Networks
Is there a download for the slides? 4 / 5
Very Good Presentation
Image of Tisha Rae Munoz Tisha Rae Munoz
McCahan, Helfrick, Thiercof & Butera
3 / 5
Good Presentation
Image of Brian Lampe Brian Lampe
Royal Tire Service Ltd
4 / 5
Very Good Presentation
Image of Jeannie Marshall Jeannie Marshall
Novel Applications
Thank you! 4 / 5
Very Good Presentation
Image of Subha Narayanan Subha Narayanan
WSU Tri-cities
The presentation was crisp and specifically informative about the implications of the same procedure in different industries. We tend to ignore the basic fact that there is no one size that fits all. All candidates are forced to undergo rigorous testing despite varying levels of job impact. 4 / 5
Very Good Presentation
Image of Miriam Berger Miriam Berger
A Hire Authority

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