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The Hiring PlatformIs that a good opening slide?The Science of Hiring
The Hiring ProcessSourceGet your job out to major boards,your website and social networks.All these in a few clicks.Engage...
Yes I think I have good people skills.What kind of idiot question is that?
Make smarter hiring decisionsPredict performance, satisfaction and retentionAvoid costly hiring mistakesMake Hiring more c...
1) Behavioral Assessment2) Skills Testing3) Reference CheckMain Categories
WhatBehavioral Assessment focus on the candidates personality, integrity and cognitiveabilities to assess Job and Cultural...
WhatSkills tests assess knowledge and skills with regard to specific subject areas and help youassess a candidates actual ...
WhatReference Checks collect structured feedback from previous employers and colleagues.They are the most predictable part...
EarlyAs a prescreening tool to determine basic fit and narrow the choice from100 resumes to 10 candidates.InterviewAs part...
Thousands of tests from leadingvendorsAll pre-integrated in the AssessmentCenterSelect Tests, Order and Receiveresults dir...
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 dire...
Jerome TernynckFounder & CEO - SmartRecruiters Inclinkedin.com/in/jerometernyncktwitter.com/JeromeTernynckQuestions?Want t...
The Science of Hiring
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The Science of Hiring

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Pre-hire assessments are essential to the hiring process. They add science and objectivity to candidate selection to make smarter hiring decisions. https://www.smartrecruiters.com/

Presentation by SmartRecruiters CEO Jerome Ternynck, https://www.twitter.com/jerometernynck

Published in: Technology
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The Science of Hiring

  1. 1. The Hiring PlatformIs that a good opening slide?The Science of Hiring
  2. 2. The Hiring ProcessSourceGet 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. Setup interviews. Collect feedback.Make the right hire.?
  3. 3. Yes I think I have good people skills.What kind of idiot question is that?
  4. 4. Make smarter hiring decisionsPredict performance, satisfaction and retentionAvoid costly hiring mistakesMake Hiring more consistent and predictableWhy use Assessment?
  5. 5. 1) Behavioral Assessment2) Skills Testing3) Reference CheckMain Categories
  6. 6. WhatBehavioral Assessment focus on the candidates personality, integrity and cognitiveabilities to assess Job and Cultural FitHowPersonality 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 typesof 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 activitiessuch 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 environmentor 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-pacedecentralized culture? Will you stick around long enough? Will you be on time in the morning?Behavioral Assessment
  7. 7. WhatSkills tests assess knowledge and skills with regard to specific subject areas and help youassess a candidates actual aptitudes (vs attitude)HowThe content of these tests usually appears fairly straightforward and closely mimicsinformation 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? Whats your level of French? Are you good withexcel? Do you understand derivatives?Skills Test
  8. 8. 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 thejob 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
  9. 9. EarlyAs a prescreening tool to determine basic fit and narrow the choice from100 resumes to 10 candidates.InterviewAs part of the interview process, to help evaluation and trigger betterinterview conversationsOfferTowards the end of the process, to make the final choice or validateinterview feedbackThe right test at the right time. Make sure to maintain a good candidateexperience.When use Assessment ?
  10. 10. Thousands of tests from leadingvendorsAll pre-integrated in the AssessmentCenterSelect Tests, Order and Receiveresults directly in your accountAssessment Made EasyAssessment CenterCOMINGSOON
  11. 11. New Candidate Action: Assess
  12. 12. Select Vendor and Category
  13. 13. Select Test from catalog
  14. 14. Receive Results
  15. 15. Assessment Made EasyThousands of tests from leading vendorsAll pre-integrated in the Assessment CenterReceive results directly in your accountBehavioral AssessmentFocus on the candidates personality, integrityand cognitive abilities to assess Job andCultural FitSkills TestingAssess knowledge and skills with regard tospecific subject areas to evaluate acandidates actual aptitudes (vs attitude)Reference CheckCollect structured feedback from previousemployers and colleagues to make your hiringprocess more predictableAssessment Center
  16. 16. Jerome TernynckFounder & CEO - SmartRecruiters Inclinkedin.com/in/jerometernyncktwitter.com/JeromeTernynckQuestions?Want to connect ?

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