What is it to recruit someone these days? What are companies looking for from prospective candidates? Experience? A good CV? Someone who’s stayed in a company for a long time or someone who’s worked in various different environments? What answers are they looking from a prospective interview? What knowledge will they gain from asking set questions which often suggest stock

Thursday 29th of June - 10:15am GMT London A candidate's technical skills, their aptitude and personality make it possible to anticipate their ability to succeed. In the long term, it is really their motivation that determines their commitment to your company. How do you evaluate their motivation effectively, beyond a normal interview process? How do you distinguish dynamic motivation from protective motivation? How do

Whether you’re on one side or the other of the barrier (the one who wants to “climb” OR the one who “gives good pointers”, it’s crucial to understand that natural performance is not the only criteria that commands (which should command…) the fact that a person will climb the ladder in the workplace. Today, many studies in psychology have highlighted

While the predictive approach allows recruitment professionals to radically improve the effectiveness of their selection processes, it nevertheless needs to be applied in a very rigorous way. Here are the 7 commandments that you should follow closely to ensure the successful implementation of your predictive recruitment projects. #1 Define your objectives Do you want to recruit better performing workers? More committed ones?

Everyone is hearing more and more about predictive recruitment. This new type of recruitment is allowing businesses everywhere to anticipate the capabilities of their candidates and their team members so that they can maximize their efficiency on the job. At AssessFirst, we have a firm belief that the combination of Big Data and human resources is not a new wave

When hiring a new employee, it is usually to fill a present need. Whether it’s for the software development team, marketing department, or business development team, all companies are confronted with hiring challenges that they must handle immediately. However, If you’re stuck being reactive to your hiring needs, you might miss this important truth: the key to a successful hire involves

Recruiters who say that they don’t see the utility of recruitment assistance tools, or who think that these tools endanger their positions are somewhat Aristotelian (scientifically speaking) in the HR environment. Understanding that those who remain anchored in a vision - not just analyzing and observing - manage to have a good analysis of the recruiting world in which we

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