The Hiring Platform

Is that a good opening slide?

The Science of Hiring

The Hiring Process

SourceGet your job out to major boards, your website and social networks.

All these in a few clicks.

EngagePeople express interest online.

We bring everyone in one place. You are in control.

HireShare profiles with your team. Set up interviews. Collect feedback.

Make the right hire.

?

Yes I think I have good people skills. What kind of idiot question is that?

Make smarter hiring decisions

Predict performance, satisfaction and retention

Avoid costly hiring mistakes

Make Hiring more consistent and predictable

Why use Assessment?

1) Behavioral Assessment

2) Skills Testing

3) Reference Check

Main Categories

WhatBehavioral Assessment focus on the candidate's personality, integrity and cognitive abilities to assess Job and Cultural Fit

How

Personality measures are designed to predict an applicant’s natural behavioral tendencies, work habits, and interpersonal style.

Cognitive ability tests are designed to predict an applicant’s ability to process and manage different types of information, solve problems, and figure out or learn new concepts and ideas.

Integrity tests designed to predict whether an applicant will engage in highly counterproductive activities such as theft, drug use, violence, or unsafe behavior.

Job Fit are used to determine how well an applicant will fit into or enjoy a particular role, work environment or organization.

WhyExample of questions that behavioral assessments can help answerAre you a good sales person? What is it like to be managed by you? Will you enjoy our fast-pace decentralized culture? Will you stick around long enough? Will you be on time in the morning?

Behavioral Assessment

WhatSkills tests assess knowledge and skills with regard to specific subject areas and help you assess a candidate's actual aptitudes (vs attitude)

HowThe content of these tests usually appears fairly straightforward and closely mimics information or tasks people actually work with or do on the job.

WhyYou can literally test people for thousands of different skills. How fast do you type on a keyboard? What's your level of French? Are you good with excel? Do you understand derivatives?

Skills Test

WhatReference Checks collect structured feedback from previous employers and colleagues. They are the most predictable part of your hiring process.

HowThey typically resemble a 360 Degree Assessment of that candidate in the context of the job you are hiring them for.

WhyQuestions that reference checks help answerWas this person a good manager? Did he/she perform well? Would you hire him/her again?

Reference Check

EarlyAs a prescreening tool to determine basic fit and narrow the choice from 100 resumes to 10 candidates.

InterviewAs part of the interview process, to help evaluation and trigger better interview conversations

OfferTowards the end of the process, to make the final choice or validate interview feedback

The right test at the right time. Make sure to maintain a good candidate experience.

When use Assessment ?

Thousands of tests from leading vendors

All pre-integrated in the Assessment Center

Select Tests, Order and Receive results directly in your account

Assessment Made Easy

Assessment Center

COMING SOON

New Candidate Action: Assess

Select Vendor and Category

Select Test from catalog

Receive Results

Assessment Made EasyThousands of tests from leading vendorsAll pre-integrated in the Assessment CenterReceive results directly in your account

Behavioral AssessmentFocus on the candidate's personality, integrity and cognitive abilities to assess Job and Cultural Fit

Skills TestingAssess knowledge and skills with regard to specific subject areas to evaluate a candidate's actual aptitudes (vs attitude)

Reference Check Collect structured feedback from previous employers and colleagues to make your hiring process more predictable

Assessment Center

Jerome Ternynck Founder & CEO - SmartRecruiters Inc

linkedin.com/in/jerometernyncktwitter.com/JeromeTernynck

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