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Happy Enough With Your Current Skills Testing Supplier But Sometimes Wonder If There Could Be A Better Option Out There For You?

The short answer is that there probably is are better alternatives!

  • Have they kept pace with software changes?
  • Are they offering MS Office 2016 or still stuck at 2010?
  • Do they keep upping their prices because they think that you won’t notice?
  • Are they charging for training and support?
  • Do they limit the subjects that are in your subscription?
  • Are the number of tests and candidates limited?
  • Can you link the test to your corporate Facebook, Instagram or Linked in accounts?

We all know that software changes over time. In the area of skills testing, this is certainly true. New features are being added or refined as vendors attempt to keep ahead of the competition.

As users of the software, it is very difficult to keep track of the changes from your current provider, let alone what alternative providers offer.

We all review staff performance on a regular basis. This should also apply to “service providers”, including your skills testing software.

But, when we speak to clients about this they are sometimes reluctant to go through a review. They are not sure what eSkill offers and whether it will be any better than what they are currently using.

These are understandable concerns. This is why we recommend trialling our eSkill software alongside your current provider.

We are very confident that Eskill compares positively with other providers. So confident, that we are offering a free no obligation trial.

To take this free trial please email sales@recruitment-assessment.co.uk or call me, Warren, on 0845 8400123.

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How Much Should You Expect A Candidate To Pay To Apply For One Of Your Jobs?

How Much Should You Expect A Candidate To Pay To Apply For One Of Your Jobs?	This may seem a flippant question but there is a truth to it which many employers do not consider. Even the minimum requirement is going to be their time. Perhaps, they can fit the interview in at lunchtime or after work but for many, this will not be possible, so they will be forced to take some paid or unpaid leave. Additionally what if there is travel time, travel cost and perhaps for many applicants child care is another expense that could impact. What if your process requires a candidate to attend more than one interview the costs could be a real burden.

How much should they invest before you acknowledge that they do not even have the core skills you need for the role?

Making online skills testing the first stage in your process will confirm that they have the abilities you need and can also help the candidates understand more about the role. They can take the test at a time and place that suits them. You receive the detailed results immediately empowering you to move them forward or rejecting them as appropriate.

Let eSkill and Recruitment Assessment show you how we can help you be fairer to candidates. Call our consultants on 0845-8400123 or email sales@recruitment-assessment.co.uk

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On Our Recruitment Panel We All Have An Equal Voice, It’s Just That Some Are More Equal Than Others

Is this scenario or something like it familiar in your company?

You are part of a senior recruitment panel or one of a team choosing the provider of important new solutions for the business. Although the correct process for each of these scenarios is clearly defined, many people have expressed dissatisfaction that not all contribution were equally valued.

In a group situation, there is always the likelihood that one person will try to influence others who perhaps are lower in the company structure, have less experience or are not as self-confident even though they may have an equally valid contribution to make.

Although many companies are aware of these issues, they struggle to find a practical solution while others prefer not to confront the problem at all.

Recognising the complexity of the problem eSkill has developed a uniquely flexible solution called Team Review. Every assessor’s opinion is equally valuable. Team Review provides a comprehensive but easily configured solution that can remove all bias from a recruitment panel or which product should be selected.

Team Review can dramatically change corporate decision making, to see for yourselves contact Warren Bresler on 0845-8400123 or email sales@recruitment-assessment.co.uk for your free trial of Team Review.

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The Conundrum Of Staff Turnover – A Problem Or An Opportunity?

When asked about the immediate and long-term impacts of staff turnover, many HR managers and executives reply that it’s a negative thing.

But, leaders of some of the world’s most profitable organisations see this as an opportunity.

Yes, the goal when hiring a new addition to your team is to place someone in a role they will excel at and be content with for a lengthy period of time. But, having members of your organisation leave (who weren’t the correct fit) isn’t always a  bad situation – this can be the moment to give your existing team new and exciting opportunities.

Before I get into the “why,” let’s examine some of the most common reasons for attrition:

  • Feelings of skillsets being underutilised or certain abilities not being used at all
  • The repetitiveness of tasks or daily responsibilities
  • The sense of being stuck in a role they were only expecting to be temporary
  • Lack of dynamic growth or potential in their current position
  • A change of interests (personal or professional) that no longer align with their path in the organisation

The Why

When you take these into consideration, you can imagine how some of these same feelings could influence you to make career changes yourself.

Your staff are no different. They are constantly evaluating their happiness in their current job.

This is why the most successful organisations around the globe, whether they have dozens of staff members or thousands, use turnover as a chance to “shuffle the deck,” so to speak – recruiting from within to refresh the work culture and reduce turnover rates in the future.

As we get into the “how,” I’ll explain to you what Aspirant from Recruitment Assessment is, and why it’s an essential tool for your organisation during this process.

Imagine this scenario…

One of your department heads is in need of a person with strong sales abilities to fill a vacancy. Recruiting is costly – both in time and money, as well as risk – and there’s little guarantee that the new hire for the sales position will become a long-term asset.

In one of your other departments, that’s unrelated to sales, you have a very talented staff member, let’s call them “Chris Smith,” with exceptional sales ability who is also losing interest in their current role, and is looking for something more challenging.

This is where many companies miss the mark – lacking knowledge of the many skills and abilities possessed by your staff members (unrelated to the roles for which they were hired), causes forfeiture of opportunities that are completely free, not to mention vital in:

  • Retaining staff
  • Cultivating an exciting work culture with limitless possibilities
  • Keeping your team focused on growing with the brand, knowing they can branch into other roles

When hiring a candidate, this analysis is usually done – to some degree at least – so that you should have hired round pegs for round holes. But, you cannot rely on the skills highlighted in their application, as they’ll likely tailor them to match the role you’re hiring for.

Why would Chris tell you about his sales ability when it added no value to the job he was applying to? This could be one of a dozen skillsets Chris has that you are unaware of.

The How

Using Aspirant, this valuable skills information is organised in a searchable way, giving department heads vital insights about the collective skills possessed throughout your organisation – not just the ones mentioned during interviews.

In other words, you see the whole picture of your staff and thereby gain far greater value out of them, increasing the speed with which you can supply skilled workers to meet needs.

The Features and Benefits Of Aspirant

Strengthening your organisation begins with empowering individuals. Aspirant enables any staff members, who so choose, to access a personal testing centre.

  • Here, they can select any / all pre-configured online multi-topic tests
  • These results then form part of their competency portfolio where they can anonymously show their prowess
  • These results might have no relationship to their current role or skills that were assessed when they joined the company
  • Managers who have a vacancy can 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, let them know about their roles and see if they want to know more about the position

Now, your staff members can take pride and ownership in their current roles within the organisation, knowing that being considered for other different roles is part of the culture.

Increase efficiency, reduce turnover, lower costs, and build vast, loyal teams by learning more about those who work for you. Aspirant by Recruitment Assessment makes this process simple and streamlined.

Learn More With No Obligation

I welcome the opportunity to address your questions, and to provide detailed answers about how our system can fit into your existing staff management structure.

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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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Can a Great Online Service Come With Outstanding Customer Support?

 Recruitment Assessment’s view is that even with a great online testing solution (ours is) fails it’s clients, if it promises great customer service but doesn’t deliver. That’s why a Recruitment Assessment customer is provided with completely UNLIMITED support from our UK professional advisors and it is always FREE.

  • So whatever the issue is…
  • The appropriate questions for a role
  • Interpreting the results
  • You have a deadline to meet and need help
  • Composing bespoke questions
  • Setting up a test
  • Advice – sorry skills testing matters only!
  • Technical support
  • Or anything else

…we are here to help.

All our customers, large or small, if they are an HR specialist or a Recruitment Agency with demanding clients can depend on us.

If you want to know how we can support your business call us on 0845 8400 123 or email wbresler@recruitment-assessment.co.uk and tell us your problems.

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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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Ernst & Young Removes Degree Classification From Entry Criteria As There’s ‘No Evidence’ University Equals Success

Ernst & Young, one of the UK’s biggest graduate recruiters, has announced it will be removing the degree classification from its entry criteria, saying there is “no evidence” success at university correlates with achievement in later life.

In an unprecedented move, the accountancy firm is scrapping its policy of requiring a 2:1 and the equivalent of three B grades at A-level in order to open opportunities for talented individuals “regardless of their background”.

Maggie Stilwell, EY’s managing partner for talent, said the company would use online assessments to judge the potential of applicants.

“Academic qualifications will still be taken into account and indeed remain an important consideration when assessing candidates as a whole, but will no longer act as a barrier to getting a foot in the door,” she said.

“Our own internal research of over 400 graduates found that screening students based on academic performance alone was too blunt an approach to recruitment.

“It found no evidence to conclude that previous success in higher education correlated with future success in subsequent professional qualifications undertaken.”