How to Choose Reliable Personality Assessment Models

Would you rather spend a Saturday evening curled up on the couch with a book, or enjoying a night out on the town with friends? When confronted with a tough challenge, do you tend to overthink things, or immediately make a decision?

How to Prevent First-Year Leader Turnover

Imagine you’ve spent significant time and resources onboarding a new leadership candidate, only to have them quit within a few months. All the effort your team put into the hiring process will have been wasted, and you’ll have to start all over again from the beginning. What could be more frustrating?

These Two Assessments Can Help You Get a Deeper Knowledge of a Candidate

Did you know that 85% of employers have caught candidates lying on their resumes, according to a recent survey? Unfortunately, you can’t always get the full picture of a job candidate from a resume and cover letter. Even after an interview, you may still not be getting the full story.

What is Working Memory, and Why Should You Measure It?

Imagine you had a data-driven way to determine how well a candidate would perform in a leadership position. Sure, you might already have some information about the candidate’s background, interests, and achievements from their resume and cover letter… but is that really enough to tell if they’d be a great leader? Resumes can be embellished, and even the most detailed and honest resumes won’t be able to give you in-depth insights into a candidate’s soft skills.

A Game-Changer for Candidate Experience

Do you remember the best job interview you’ve ever had? What about the worst? It’s no secret that job-searching can be a long, hard, and grueling process with a lot of rejection involved. For candidates, the outcome of a job search can drastically change their lives, their family’s lives, and their income.

How to Tie Skills and Competencies to Business Outcomes

Picture this: You’re interviewing two candidates for a hard-to-fill management position, and you’re not sure which one you should choose. Candidate A has ten years of experience in an identical position, and a degree from an Ivy League university. Candidate B doesn’t have a degree, but they do have extensive related experience in a similar field, and their enthusiasm and knowledge shine through in the interviews.