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How To Make Pre Employment Business Skills Testing Simpler And More Effective

Hands up anyone who has never made a mistake when recruiting new staff?
If you are like many of our clients who want to use business skills testing software to help identify and validate candidates then you need to read on.

Here Is The Deal
We recently launched a new service called Fyrtio – a simple but powerful packaged business skills testing solution. The response has been extraordinary with many citing its ease of use as a game changer and highlighted a number of the new service’s feature such as:

  • it is the most straightforward way for HR specialists to test candidates. It utilises all the sophistication of the eSkill larger solutions but provides it in an easy to use format.
  • Fyrtio can act as a complete test centre with more than 40 different tests, each one is a unique combination of topics and skill levels.
  • Fyrtio is a new business ability testing solution from the leading online skills testing providers eSkill and is only available in the UK.

Here Is How It Works
If we take one of our most popular assessments Excel Plus as a typical example.

The test comprises 40 questions, a balanced mixture of Excel Simulation, Numerical Proof Reading, Data Checking and Numerical Reasoning. It is available at three different skill levels: Beginner & Intermediate, Intermediate & Advanced or Advanced & Expert with a 40-minute time limit.

Just select the skill level you need and how many credits you require to start – and you can top them up as and when you need to.

Select the test that you want the candidates to take, send them the link as soon as they have completed the test the detailed results come immediately to your inbox.

At the end of the process you will see an overall score for the candidate. This is further broken down into a score for each topic area, how each individual question was answered, and the time taken to answer each question.

Now I am sure that this is of interest to and if so we would love to chat it through with you. Please take the next step and contact us here or talk to us at 0845-8400123 or sales@eskill.co.uk. More details are here .

And Here’s Some Even Better News!
We are currently with a launch phase for Fyrtio to at the moment we are able to waive the £150 Set Up Fee. We are not sure how long this offer is going to last so take the first step and find out more today.

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Are You Rising to the Challenge Of Recruiting Your Own Recruiters?

Assessing The Traits Of Great Recruiters

Many recruitment agencies are familiar with the eSkill business skills testing services and how this is an integral part of objective candidate assessments and more effective hiring for clients. However, one area of growing interest for Recruitment Assessment is the challenge for Recruitment Agencies looking to recruit staff for their own businesses.

How To Test What Is Right For You

Our recent experience has shown that it is difficult for recruitment agencies to assess the suitability of a candidate for these roles because they need to be able to demonstrate a variety of skills and personality traits– some of which are “abstract” and hard to assess objectively – particularly from just an interview or a CV.

When Experience Is Just Not Enough

A candidate may well have a lot of experience in an industry but are they right for what is involved in being a recruitment consultant. Do they possess the skills required in communication, planning and prioritisation, creativity, tenacity, self-motivation or team work?

How The Peer Review Solution Fills The Void

The is perhaps why several of our agency clients are using our Peer Review Solution to help with this process. As an agency recruiter you can set the candidate a scenario from which they are expected to execute a number of tasks. What you ask the candidate is up to you. After the test the result are shared with peers within the company, or even outside the company. The peers are able to rate/score the candidate on how they handled the tasks. The result is a controlled, peer reviewed, objective measure from which you can make more effective recruiting decisions.

To see this in action or to find out more please contact Warren and Recruitment Assessment at sales@recruitment-assessment.co.uk

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The eSkill Consensus Evaluation Toolset

Very rarely does a new development arrive on the market that really can change the way that you assess a candidate’s skills.  Consensus from eSkill and Recruitment Assessment could well be just one of those watershed moments.

What Is It?

Consensus, is a major enhancement of the powerful Free Response question. This type of question challenges a candidate to respond to a scenario of the recruiters choosing, typically it would be a situation that would not have yes / no answer but would ask them to demonstrate their strategic planning, leadership skills, clarity of thought and technical knowledge.

In the past a candidate’s answer might have been shown to members of the recruitment / promotion panel each of whom would review and critique.  However their responses were often in an unstructured and uncontrolled way, making it difficult to be sure that an accurate overall assessment was made.

Consensus addresses this problem with a robust and defensible structure. The easily set up solution enables an unlimited number of reviewers to be associated with the process, none of whom have any knowledge of each other’s judgements or any knowledge of the candidte’s name, ethnicity, background or experience. The results then form part of any other eSkills test that the candidate has taken.

Two Examples of How It Might Be Used

ONE: The candidate might need to demonstrate their ability to aggregate information from a variety of contributors, such as department managers, and they are then required to compile an executive summary. In practice this document would need to be approved by a number of managers before being finalised. The managers can assess how the individual has performed and if they have recognised the most important information.

TWO: Project Management is a skill which crosses many disciplines and industries.  The ability to structure a project plan to reflect the needs of stakeholders – whether this be senior management, customers, junior staff, accounts and marketing departments – is key to its success.  Consensus is a great way for recruiters to see, review and score prospective candidates about their ability to identify and communicate effectively with all stakeholders.

Other areas where Consensus could be effective:

  • Graduate Recruitment
  • Assessing the technical expertise of a candidate.
  • Academic / Professional roles
  • Communication style and effectiveness.
  • Strategic business understanding.
  • Leadership potential

How to see Consensus  In Practice

I have attached a PDF detailing the structure but I would suggest a brief demonstration would be the most effective way to appreciate the difference it could make to your candidate recruitment strategy. Contact me directly on 07779-136268 or wbresler@recruitment-assessment.co.uk.

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Can Candidate Testing Software Be Powerful Yet Easy To Use?

There are two key factors which our online skills testing clients place high importance on.

Firstly, they require that any solution needs to be both comprehensive and be feature rich enough to meet the increasing challenges of candidate recruitment.

Secondly, regardless of the complexity of the role that they are trying to recruit for, they need software which is intuitive and simple to utilise.

eSkill scores very high on both of these criteria. Not only does it provide a comprehensive and sophisticated toolset, such as customisable questions and employer branding and personalisation, but it also is very user friendly.

If you would like to see for yourself how eSkill could be the online skills testing solution of choice for you and your organisation, allow me to give you a brief no obligation demonstration. Call or email Warren today to set up a short demonstration – or take our FREE taster test here.

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When was the last time you reviewed your business skills testing software?

A survey conducted this month (January 2017) by Recruitment Assessment across 50 non customer companies who use business skills testing software has revealed that almost 80% of them have not reviewed the service in the last 3 years or more.  Nearly half of respondents were not convinced that they were not getting the full value from their software but had not done anything about it.

Warren Bresler Managing Director of Recruitment Assessment said: “What we find on a pretty regular basis is that the needs of the business have changed and often those who were involved in the original decision to buy the current software are no longer in the business.”

He continued: “Business skills testing software, like all software, advances at a rapid pace and what was cutting edge yesterday is pretty ordinary today. It is vital that companies schedule regular reviews to assess the relevance and value that it offers in comparison to alternative providers.  To address this we have been offering a free trial/comparison of or own software with no obligation and we have been successful in attracting new customers because of a whole range of features that are now available with eSkill.”

Anyone who would like to compare the eSkill software with no obligation should contact Warren Bresler at sales@recruitment-assessment.co.uk or visit https://www.recruitment-assessment.co.uk.

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How Great Would It Be If You Could Be 100% Certain That A Job Candidate Would Be Right For The Job?

externalv-internal-350-x-219In reality no one could boast 100% accuracy but with Eskill and Recruitment Assessment we can get you pretty close.
Our Quality Of Hire Metrics help you take a closer look at those hard-to-define skills and qualities that add up to a really good hire can greatly increase your recruiting success, and you don’t have to rely as much on our gut feel or best estimate.
It can also provide the kind of framework that will lead to improved employee performance throughout your company.
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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 www.recruitment-assessment.co.uk. 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 sales@recruitment-assessment.co.uk