90 seconds. It doesn’t take more than 90 seconds for a candidate to decide whether or not to apply for the job offer. What elements are the most important for candidates? Are there factors that are an outright liability? Ultimately, do your job ads play in your favour or against you when it comes to finding the right candidates? The Webinar

Certain groups of people are statistically less likely to land certain jobs, or are more likely to have a shorter job term. It is possible to say that this outcome is inevitable. Yet, certain solutions allow a more equal recruitment style, thanks to unique list of criteria than those of traditional recruiters. A process that could allow businesses to recruit

Predictive recruitment is becoming the most advanced method for selecting employees. At the same time, the mobility policy in business has significantly developed with the establishment of career interviews and building career paths. The employees are in demand for change and businesses want to capitalize on the people who they trained and are a part of the project. The common point

For the past six months, not a week has gone by without an article being published on predictive recruitment. Presented by some as the future of the function of recruitment, it is decried by others because of its many limitations (real or imagined). Regardless, the conversation regarding predictive recruitment never ends!   At a time of heavy emphasis on reducing unemployment and when

AssessFirst, a major provider of predictive recruitment solutions, is launching DRIVE, a tool capable of accurately assessing the compatibility between a candidate and an organisational culture. This new solution not only answers the question of "Is this the right candidate?" but also "Is this person likely to thrive and engage with my company?" AssessFirst is continuing to lend its support