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Testing

The value of assessment centres in your recruitment strategy

 Last week, the HR Pulse team attended the 34th Annual Assessment Centre Study Group (ACSG) Conference at the Protea Hotel in Stellenbosch. Some of the top professionals in the assessment centre field participated in this event and provided insights into the assessment centre landscape. According to the ACSG committee, assessment centres have proven to provide rich layers of information for managerial decision-making. After having attended the conference, I've realised that one of these layers of information is a business' recruitment strategy.

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The truth about ticks...

What are psychometric assessments? Why do we use these and who uses these?

All over the world, when you apply for a job you can now expect to be asked to complete some sort of personality assessment by ticking a few boxes on a piece of paper. More and more companies have started using methods like personality assessments, ability tests and the good old IQ test to help them decide on the best candidate for the job. But are these tests valid? Do they really measure what they say they do and how well?  How can these tests benefit you as a job-seeker? And how can the recruiting company benefit from psychometric assessments in the long run?

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Linking psychometric assessments and competence prediction

"People are all there is to an organisation" said Gary Hamel, author of Competing for the Future, in his address to human resources professionals on the topic of how to remain and become even more competitive in today’s complex business environment. What he likely implied however, was that competent people are all there is to an organisation.

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Newest trends in psychometric testing


Did you know psychometric testing can improve your chances of successful recruitment?

In the past, emphasis was often placed on fitting the job to the worker. The job description could be “altered” to suit the employee, promoting employee morale and satisfaction. However, this means of employee selection could be detrimental to the company as it was too flexible, too subjective and did not take the company’s needs into account. As a result of this, psychometric testing was introduced as a more structured and objective means of assessing people for occupational fit.

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