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Is Your Recruitment Process Costing Too Much Time and Money?

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There is plenty of documented evidence which calculates the cost of recruiting and also the cost of recruiting badly.

  • Recruitment agency fee
  • Management Time
  • Training Costs
  • Onboarding Costs

Every day there are HR’s who are regretting certain appointments and need to go through the whole recruitment process again.

There Is A Better Way!

Recruitment Assessment offers a very popular and cost effective “Managed Service” to help recruiters who need to make their testing more focused and effective.

The Recruitment Assessment “Managed Service” covers the following:

  • You send us your job description.
  • We utilise our experience and knowledge to select appropriate topics and skill levels.
  • We will send you the test to review – tell us what you like & dislike, we will re-create the test until you are completely happy.
  • In the unlikely event that our library of 59,00 questions doesn’t meet your needs we can create custom questions – bespoke to your specific business needs.
  • We analyse the candidate data from their responses and help draw up a fully qualified shortlist.
  • It offers fantastic value test 5 candiates for just £95, 10 for £155 (+ VAT/ BACS)

And What Do You Get?

You recruit better teams for the business by utilising objective skills testing which eliminates the high cost of getting it wrong.
If you are a recruiter or HR and want to improve your skills testing to help you recruit more effectively, then give us a call on 0845 8400 123 and ask about our “Managed Service” or visit[/fusion_text][/four_fifth]

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Why Are So Many Companies Turning To Our Managed Skills Testing Solution?

Time is Money Concept a Clock and Currency

Recruiters know that the investment they make in software resources can make their business more effective but they find themselves short on time and resources to fully exploit that investment. What we find at Recruitment Assessment is that our clients want more and more to be able to depend on outsourced expertise – people who are experienced with using the software / service to ensure that their company is maximising the full feature rich benefits.

In the area of business skills testing Recruitment Assessment* offers a very popular and cost effective “Managed Service” to help recruiters who need higher levels of service to help them recruit more effectively but who just do not have the time to do it for themselves.

The Recruitment Assessment “Managed Service” covers the following:

  • We use our expertise to create and build the most effective test for the role you are recruiting for.
  • We utilise our experience and knowledge to select appropriate topics and skill levels.
  • We create custom questions – bespoke questions to reflect your business needs
  • We analyse the candidate data from their responses and help draw up a fully qualified shortlist.

If you are a recruiter or HR and you want more than a “plug and play service” and want to improve your skills testing to help you recruit more effectively, then give Recruitment Assessment a call on 0845 8400 123 and ask about our “Managed Service”, or visit We think you will like it.

* Recruitment Assessment is the UK strategic partner, of the industry leading eSkill Corporation and have been leaders in the area of pre-employment testing since 2000

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How To Hire Better Candidates Whilst Being Fairer To The One’s That You Don’t

It is important that in these days where employer reputation/brand is easily discussed and shared on social media platforms that the impact of the interview process for candidates is carefully considered and is a positive one.

We are rapidly moving away from the days of “get them in and we’ll take a look” attitude. Often for the candidate this means taking time off work which can be difficult, or at least for them to incur significant costs of travel etc.

A Simple Solution
The solution is relatively simple and certainly cost effective. In essence why not qualify your shortlist by getting candidates to undertake pre-employment online skills testing? If a candidate does not meet your criteria you can manage the process more efficiently than getting them to turn up for an interview for a role that they were not suitable for the role – or where there were many other candidates who had a better skills match.

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12 Candidate Warning Signs For Interviewers (Which Could Be Largely Overcome By Testing!)

100s_ofstandard_testsI read with interest an article in Undercover Recruiter which talks about 12 Candidate Warning Signs For Interviewers. It struck me that the quickest way to assess a candidate’s suitability is to carry out an objective skills test. What do you think?

1. A poorly written CV

Bad spelling and grammar in a job application, CV or covering letter could suggest a few things: English is not their first language (not always important, but for some roles this could be a deal breaker), the candidate lacks attention to detail, or they have a tendency to rush tasks, and not check them over.

2. Avoiding eye contact

If your interviewee is avoiding eye contact, they may well be nervous, and feeling awkward in such a formal setting. However, they could also be hiding something, or they might lack the confidence that the job at hand requires.

3. Are they lying by omission?

No home address could suggest they are relying on this job to move closer to the area (which might delay start dates).

No degree grade, or other missing qualification details, could suggest that the candidate is holding something back. But remember, it could be harmless; they might have a poor grade, and expect this will instantly put a recruiter off before they get the chance to see the compensating experience they also have. Just bear in mind that if it’s missing, it’s probably for a reason.

An unexplained career gap is definitely worth probing – what were they doing, and why did they not explain so on their CV? To spot these, make sure you’re carefully working through their career timeline, month by month.

4. Erratic career path

If their career history seems inconsistent in terms of the industries and locations, ask for more details – there might be a good reason. But this should flag up warning signs for recruiters, as it might indicate the candidate becomes bored easily, struggles to fit into a working environment, or was unsure (and still could be) of what they want to do, and where.

5. Inability to back up claims

If your candidate is unable to provide evidence alongside their claims, they either haven’t prepared well, don’t deal with pressure that effectively, or they’ve over-inflated their skills and experience.

6. Overconfidence

Talking too much, bragging and acting too confident could suggest that they are hiding something, compensating for something, or it’s just their personality. If you’re put off by the arrogance, then they probably won’t fit in with the company culture, let alone work well in a team.

7. Unprofessionally dressed

It’s an obvious one, but if they haven’t made an effort to dress well, they probably aren’t that interested in the role. Perhaps they just haven’t had any previous interview experience (why?), or didn’t bother doing their research into interview etiquette. Maybe mention their apparel if you can, and see how they react – this could be telling for their motivations, and ability to handle feedback. Either way, it’s not a good sign.

8. No questions of their own

If a candidate doesn’t offer questions of their own, this could mean a few things: They didn’t prepare very well, they’re not interested, they’re not a good communicator, they lack ambition, or they don’t want to admit ignorance by asking obvious questions.

9. Negativity

If your applicant spends the interview criticising their previous employers rather than focussing on what these experiences taught them, this could be a warning sign. Too much negativity this early on suggests a complainer in the workplace – not a great team player or asset to the office.

10. They’re not a good listener

Answering poorly, asking repetitive or obvious questions, or just seeming a bit lost during your conversations are clear signs of a bad listener. They might just be nervous, or just not great at listening by nature, but worse, they could be indifferent about the role, or lack respect for others’ time and efforts. Pull them up on it if you can; if they then become defensive or rude, you’ve found your bad egg.

11. They cancel

Maybe we at the Graduate Recruitment Bureau are pessimists because we mainly deal with fresh graduates and students. But in our experience, the most dramatic accidents always tend to happen the day or night before a candidate’s interview. Weird, huh? It’s up to you to work out whether their excuses are genuine, but often, these last minute cancellations are dishonest.

12. They’re late

Now this one is both an indicator that the person isn’t great with time management, but could also be a severely unfortunate situation. Yes, the candidate should be completely and fully prepared for their interview, and have the journey completely nailed down, but things do happen. Listen to their reasoning, and go from there.
Remember, these points should be taken with a pinch of salt, as not everything is as it seems. Yet these warning signs are just that; a reminder to be cautious in moving forward. If you have any more tips for spotting dishonesty during the hiring process, let us know.

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Is your idea of Offboarding providing a large black bin bag?

1OffboardingIn relation to our own HR-Onboard Service we have had some very interesting discussions with a number of clients about their Onboarding processes for new staff.  However equally important is how businesses handle the Offboarding process.

With that in mind we would like to find out more about how you as a business handle this process. Here are some potential discussion points:

Do you use a bespoke Offboarding management tool?

Do you use your  Offboarding process to build a positive image of the company?

Do you manage the Offboarding of contract staff?

Do you have a specific person / team to co-ordinate Offboarding?

Do you correlate & analyse the reasons why staff leave?

Is Offboarding completely an HR function or partially devolved to line management?

As part of the Offboarding approach do you leave the door open for re-joiners?
If you would like to have a conversation about this important element of the HR process then please contact me on 0845 8400 123 or email me

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There are risks associated with using Business Skills Testing

[fusion_text]HobNob factor (1)

Professor Mylo, Head of numbers at Recruitment Assessment has been doing some calculations and believes that there are previously unrecognised dangers in using our business skills testing.

If you consider the amount of time (time=money) saved by quickly identifying which candidate has the actual skills needed to perform each specific role, multiplied by the number of candidates divided by the cost of a packet of Chocolate Chip Biscuits  (allowing for the multi-pack variance) aka the biscuit differential, then the prices for our tests should be increased by a factor of 3!

Many of the companies that use our online skills tests have saved so much money that their biscuit fund has been increased extravagantly.

We are really sorry about this


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An Incredible Unlimited Offer from Recruitment Assessment

Time is Money Concept a Clock and Currency

We know that every business is rightly concerned about costs so we want you to know about a very special offer from Recruitment Assessment.

  • We are not giving you money off
  • We are not giving you extra features 

What we are giving you is priceless; whenever you use our skills testing you will automatically receive more time, time to talk to the best candidates, confident that you will know exactly who has the specific abilities you require for every role.

Alternatively you could use the time to put your feet up or your head down!

To take advantage of this fantastic free offer just call 0845-8400123 and claim your Free Time reward.


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Thoughts On Why Onboarding Will Damage Your Business

On BoardingHot on the heels of our launch of HR-Onboard it was interesting to see an article in Undercoverrecruiter.

In essence it highlights that 81% of HR administrators feel that their company doesn’t do onboarding well.

To the right I am sharing an infographic which was created by Onboardia which highlights some fascinating statistics which really highlight the cost to business of getting their on boarding wrong.

You can find out more about Recruitment Assessment’s approach here.




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Is On Boarding New Staff A Bigger Challenge Than It Should Be?

Just before we start, the definition of On-Boarding is – the induction and assimilation of a new employee.

When you have been through the process of recruiting a new team member or even a whole team of people into the business, managing their expectations and helping them to become productive as soon as possible become a priority.

There is a vast assortment of information that needs to be created, personalised, collated and distributed to every individual wherever they are located. Some of this is needed before they start working, others has to be provided further down the line.

Information gets changed, updated, added to over time and for so many HR’s it has become a burden to coordinate and deliver:


  • What to do when you arrive – your location/travel/parking
  • Our culture
  • What we expect of you and you of us
  • Your first day, week and month
  • Your manager, mentor and colleagues
  • Business dress code
  • Health & safety/Legal
  • Getting paid

How The On Boarding Solution From Recruitment Assessment Can Save You Hours Of Work

Recruitment Assessment’s On Boarding service combines every strand of information you need to distribute in a role specific online manual – using your images, videos, PowerPoint and it even reports to you that a section has been read and understood by the individual.

Find out more about how to take the strain out of On Boarding a new employee

Contact  Recruitment Assessment on  0845-8400123

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Dissatisfied Employees – Cause / Effect /Solution

In a  recent OnRec article it states that there is a “significant reduction in employee satisfaction at work”.  Over 27% of employees have cited their dissatisfaction with the opportunity to “develop their skills in their job” which has lead them to query whether they are able to “fulfil their career aspirations in their current organisation”.

At Recruitment Assessment we are not that surprised by these findings.  The conclusion to be drawn from it, is that there are employee skills auditing shortcomings within many HR teams which can have the following consequences:

  • A person may be recruited for a particular position but it is highly likely that they will also have other skills which could be appropriate for other roles in the organisation.
  • Because this is often missed, many companies go down the time consuming and expensive route of recruiting externally before looking at what they have internally.
  • Additionally, only by having a more detailed staff skills audit, can HR teams identify specific training and development needs.

If businesses had a better awareness of staff skills and training needs then this could help with:

  • improving employee satisfaction
  • increasing productivity
  • reducing staff turnover

Introducing Aspirant

The Recruitment Assessment Aspirant  service is designed to handle these types of issues.  Aspirant enables any members of staff, who wishes to, to access a personal testing centre.
Here they can select any/all of a number of pre-configured online multi topic tests.

These results then form part of their competency portfolio where they can demonstrate their prowess. These results might have no relationship with their current role or skills that were assessed when they joined the company.

The test takers scores are anonymised in a database.

From a recruitment perspective, Managers who have a vacancy can easily search the data set against several different criteria. Via the HR department, they can then make contact with any candidates that have the requisite abilities / aptitudes and let them know about their roles and see if they are interested in knowing more about the position.  The clear benefit for the business is that they can avoid time consuming and expensive external recruitment.

From a training perspective, it provides objective data around which training programmes can be effectively developed to meet the precise needs of the employee.

If this sounds of interest to you please contact Warren Bresler at Recruitment Assessment for an informal chat or visit here.