Practical advice, summaries of webinars, interviews with experts... Change your recruitment process, step by step, with our content.
How can we define this skill and how can we evaluate it? Paul-Louis Caylar, ex-Partner at McKinsey & Company and COO of Maki, answers.
Dr. Tomas Chamorro-Premuzic is a Professor of Business Psychology at UCL and Columbia, and the Chief Innovation Officer at ManpowerGroup. We asked him a few questions about the use of personality tests for recruitment.
Dana Cano Suarez, former Head of Growth in several companies and certified HubSpot Coach, explains the importance of growth hacking and how to evaluate it in candidates.
What is their purpose and how can recruiters benefit from them? This article aims to share advice on how to implement personality tests for hiring in their recruitment strategy.
In this article, we explore five different types of personality tests for hiring, made to cater to different working structures, daily duties and environments.
By choosing the correct pre-employment assessment before hiring an individual for an open position, you can ensure the candidate is worthy of the job and can fulfill the role's duties
Hiring new employees is an arduous process, and it can take anywhere from 30 to 40 days to fill an open position. During that time, the HR department is busy trying to find a new worker.
The candidate experience, increasingly a focus of hiring efforts, is one of the building blocks of the employee experience, and more broadly, the employer brand.
A successful candidate experience is the ticket to a fulfilled employee experience. And the first point of the contact with a company is an essential step that’s not always comfortable.
Times are changing when it comes to hiring processes. It’s time now, more than ever, to question standard tools, like the resume.
An integral part of the employer brand, the candidate (and employee) experience has become essential when it comes to attracting the best talent.