Lots and lots of companies use Pre-Employment skill testing to ease their pre-hire screening process and to take the guesswork out of hiring. Companies are able to save a lot of time, cost, and efforts in employment screening. But in the age where technology is evolving at a fast pace, there is no reason why skill testing should stay behind. This is exactly the reason why imocha introduces “Pre-Employment Skill Testing 2.0”
While answering questions on Quora I found too many questions by entrepreneurs and recruiters on how to hire tech talent being non-technical themselves. Those particular questions provoked me to write this blog. Looking to hire tech talent, without being a tech expert yourself can be difficult, but there are a few ways that can help you find the best person for the job without learning how to code yourself. So how should non-tech people go about hiring tech talent?
These last few months, we realized few trends about markets that are SaaS-ready. To my surprise, India is among the top 3 SaaS ready markets, USA and UK being the other two. Below are my few observations about India as a SaaS market. I hope this will helpful for other SaaS B2B startups that are focusing on India as a market.
Just as a batsman must select the right club and execute the proper swing to hit the ball, your challenge is to choose the right type of online recruitment assessment tool and deploy it properly in your hiring process to ensure that you are able to identify talent that hits the performance mark. Choosing the right assessment tool and implementing it properly is crucial to the success of the organization. This article provides the guidance for planning and implementing online assessment, including - Benefits of the right online assessment tool Important considerations for using an online assessment tool
I hope till now you all must have watched the movie ‘The Jungle Book’ An animal kingdom where a man’s child is trying to keep his feet, a well-built panther Bagheera, a free-spirited bear Baloo, a man hater ShareKhan and a confident group of wolves. All species in a single habitat sharing the knowledge and surviving. When I was watching the movie, I just started connecting the movie with the process of hiring. Right from the recruiter sending in the candidates till the onboarding. And, what I realized and learned too, some good lessons for hiring managers. So what all hiring lessons we can learn from The Jungle Book?
Looking to hire an amazing developer for your organization or startup? Everyone is looking to hire Superstar coders. Microsoft, Facebook, Google, and all the technology giants are looking for super-smart people. The war for tech talent is hotter than ever. Whether you're redesigning the user experience, trying to build mobile apps, or keep business-critical applications on the cutting edge, everyone needs the code. But how can you stand out when you're going against big giants like Google and Facebook of the world? It's not easy.
Think of the best employee of your company. Who is he/she? Let’s say, Michael or Emma. Now imagine that you have a team of 10 Michael or Emma in your organization. Awesome... Isn’t it? How easier your life would have been and how much more profit you could make?
If you're in hiring or recruiting, you know that top candidates help you take your organization a step ahead to reach new heights. At the same time, it's harder than ever to find top talent and to outperform the competitors.
“What’s in a name?” – William Shakespeare What's there in a gender, color or religion of the candidate? That’s the premise of a practice that some businesses are using, called “blind hiring.”
There has been a lot of buzz about Recruitment Analytics. Many recruitment metrics like quality, time, speed, cost, and productivity are used by organizations to gain insights of the recruitment process. Agreed! These all are important. But, are you leaving behind the Pre-Employment Testing Analytics on the table?
While surfing the internet I found a lot of material on how to make great multiple choice question, tips for writing valid and reliable multiple-choice questions and much more. Even I found articles on how to cheat on any Multiple Choice Question? The top ones were “when in doubt choose c” and “all of the above” is usually the correct answer. It must be true for theory based questions but not all the time. When it comes to creating assessments the multiple choice question is the default question format we add. But where did it come from? Is there any proof that multiple choice questions are effective? Are there alternatives that we should be using to test the candidates? In this article, we'll dig a little deeper.
