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Part of our mission is to inform and educate clients about the use of pre-employment testing, screening, and assessment tools. Our founder, Dr. Charles Handler is a recognized thought leader for assessment. See Dr. Handler’s author page on ERE.net.
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Selecting a pre-hire assessment vendor is not always easy, but doing it right can make a huge difference.
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2013 is going to present the start of a major tipping point in the way people find and are evaluated for jobs.
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When it comes to demonstrating value, data and money are among the best pieces of proof one could ask for.
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While there are many possible ways to use pre-hire assessments, there are some general truths associated with getting the most out of these tools.
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If you are into the use of technology to support the hiring process, read the recent Wall Street Journal article about algorithmic hiring.
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By now we’ve all heard the news about IBM’s acquisition of Kenexa and have likely read a few of the many opinions about the meaning and implications of this blockbuster deal.
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I was cleaning the attic the other day when I discovered a book that Kevin Wheeler and I put together back in the fall of 2001. This dusty tomb provided me with a treasure trove of insight along with a good deal of food for reflection.
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Every once in a while I take notice of a new company that seems to be flying under the radar. Smarterer is one such company I believe it is quietly going about the business of changing the testing industry as we know it.
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The coming decades will represent not just a new era for testing and assessment, but rather its “golden era.” I began talking about this trend almost a decade ago, and I continue to watch for signs of the major transition that is currently underway.
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The proper use of assessments is not an easy proposition. Doing it right is something that takes dedication and hard work, and even the most advanced companies must continually make improvements. But these same companies will tell you that the results to be obtained are well worth the effort.
The following is a brief list of the key markers across three levels of maturity.
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Recently a client told me about a new assessment program that made my ears perk up. It’s called the Bloomberg Assessment Test (BAT) and it’s yet another piece of solid evidence that the use of pre-employment assessment is being seen as a value-add by business leaders across the globe.
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I continue to be impressed by the evolution of pre-employment assessment tools. This evolution is being driven by the continued growth of the value proposition assessment provides. As a result, an increasing number of new product include embedded assessments designed to help predict which applicants have the best chance of success.
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I’ve never felt better about the evolution of pre-employment assessment. In this coming year we’ll see some real progress toward new levels of assessment adoption that will be based more on results then on hype. But there are some significant challenges to be faced.
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