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Are More Of Your Clients Demanding That Candidates Are Assessed In Advance?

Recruitment Agencies Who Need To Test

If you are finding that recruitment clients are requiring objective testing before shortlisting, then you are not alone.

For some clients and roles, we are finding that it is an absolute prerequisite of them selecting a recruitment agency. And while it may not be a need for every job, there is no doubt that the recruitment industry is having to adapt to this growing demand.

There are many skills testing providers out there and many of our recruitment agency clients have had on and off relationships with them. But, as clients have become more demanding of agencies, they in turn are having to become more demanding of their skills testing providers.

And while price is always a consideration – it is no longer the main consideration. More important is that the skills-based tests available need to be wide and varied, have the ability to address all levels of expertise, with the most modern versions of office software.

EXCEL SKILLS EXAMPLE

For example, one of our most popular tests is our Excel Skills Plus test. What makes it attractive is that the test addresses the specific need of the client, and you can test them on different versions of Excel, up to even the most recent. The same is true of a lot of office based skills tests.

Some skills testers, unfortunately, have not moved with the times. They only offer older software versions to test skills against. This makes the test irrelevant and leaves the agency somewhat exposed to client dissatisfaction.

ESKILL PARTNER

Recruitment Assessment is the UK strategic partner of the eSkill Corporation – a global leader in online business skills testing. eSkill focusses on providing up to date, and if required, bespoke skills testing. If you are not familiar with what eSkill offers, then we provide a free no obligation demo.

We are confident that our solution more that satisfies the needs of Recruitment Agencies by offering a broad range of office skills topics. We are also pleased to offer Recruitment Agents a 25% discount on our larger subscriptions. This means that you will never be short of high-quality skills testing credits to use on your clients’ roles (whenever they required).

Successful Recruitment Agencies choose quality, up to date skills testing over limited and low cost – because their clients demand it.

Call Warren now to find out why and for a free demo on 0845 8400123 or visit http://bit.ly/2DoulUs

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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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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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Recruitment Hotspots For 2017 And The Increased Competition For Jobs

I read with interest a recent report in On Rec which talked about the big growth areas for recruitment in 2017 and the fact that there will be more competition for jobs.  With a workforce one click away from applying for jobs it is easy to see how HR’s and recruitment agencies can be overwhelmed with response.  Which is perhaps why candidate testing would make sense to ratify the “office” related skills claims of candidates whilst also eliminating wasted time and cost from getting it wrong.

The report said:

New data from the UK’s leading independent job site, CV-Library, has found that the design, leisure and tourism and catering industries are some of the top sectors to find a new job this year, showing great promise for job hunters looking for work in these areas.

The data, which analysed the average number of jobs in the UK’s key sectors in 2016, found that the top ten industries for work in 2017 are:

  • Design – up 43%
  • Leisure/Tourism – up 33%
  • Catering – up 33%
  • Legal – up 32%
  • Agriculture – up 32%
  • Automotive – up 28%
  • Social Care – up 27%
  • Manufacturing – up 26%
  • Marketing – up 25%
  • Education – up 25%

And while there are more jobs available, there is also fierce competition for these roles, with applications rising by 31% in leisure/tourism, 24% in design and 13% in catering. Furthermore, other key sectors saw a substantial increase in applications last year, including agriculture (up 41%), manufacturing (up 30%) and automotive (up 23), with all figures expected to pick up substantially this New Year.

To find out more how our skills testing services could help you then contact us today.

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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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Dissatisfied Employees – Cause / Effect /Solution

In a  recent OnRec article it states that there is a “significant reduction in employee satisfaction at work”.  Over 27% of employees have cited their dissatisfaction with the opportunity to “develop their skills in their job” which has lead them to query whether they are able to “fulfil their career aspirations in their current organisation”.

At Recruitment Assessment we are not that surprised by these findings.  The conclusion to be drawn from it, is that there are employee skills auditing shortcomings within many HR teams which can have the following consequences:

  • A person may be recruited for a particular position but it is highly likely that they will also have other skills which could be appropriate for other roles in the organisation.
  • Because this is often missed, many companies go down the time consuming and expensive route of recruiting externally before looking at what they have internally.
  • Additionally, only by having a more detailed staff skills audit, can HR teams identify specific training and development needs.

If businesses had a better awareness of staff skills and training needs then this could help with:

  • improving employee satisfaction
  • increasing productivity
  • reducing staff turnover

Introducing Aspirant

The Recruitment Assessment Aspirant  service is designed to handle these types of issues.  Aspirant enables any members of staff, who wishes to, to access a personal testing centre.
Here they can select any/all of a number of pre-configured online multi topic tests.

These results then form part of their competency portfolio where they can demonstrate their prowess. These results might have no relationship with their current role or skills that were assessed when they joined the company.

The test takers scores are anonymised in a database.

From a recruitment perspective, Managers who have a vacancy can easily 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 and let them know about their roles and see if they are interested in knowing more about the position.  The clear benefit for the business is that they can avoid time consuming and expensive external recruitment.

From a training perspective, it provides objective data around which training programmes can be effectively developed to meet the precise needs of the employee.

If this sounds of interest to you please contact Warren Bresler at Recruitment Assessment for an informal chat or visit here.

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External Or Internal Recruitment?

One area of recruitment that seems to have become increasingly important to HR leaders is the value of redeployment as a cost effective alternative to external recruitment.

Of course if a person is redeployed i.e. moves or is allocated to a different position, use, or function; then it will leave a vacancy in their part of the business. However, there are still major benefits for the organisation – increase in staff retention and satisfaction to name but two. The individual also potentially gains, they could be re-invigorated and bring immediate inside knowledge of the company and its ethos.

From an HR perspective, looking after employees, recruitment, retaining and developing staff as well as meeting the skills needs of the business is a constant challenge. Most individuals who are recruited or who are existing employees have other skills which perhaps they don’t need for the current role but which could be useful in another role. However how do we get to know what our staff are capable of? How can we catalogue their skills? Or another way of putting it would be how do we test their redeployment potential?

Internal or external recruitment?
Internal or external recruitment?

The solution from Recruitment Assessment, Aspirant, enables any members of staff, who wishes to, to access a personal testing centre. Here they can select any / all of a number of pre-configured online multi topic tests.

These results then form part of their competency portfolio where they can demonstrate their prowess. These results might have no relationship with their current role or skills that were assessed when they joined the company. The test takers scores are anonymised in a database.

Managers who have a vacancy can easily 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 and let them know about their roles and see if they are interested in knowing more about the position.

If this sounds of interest to you, please contact Warren Bresler at Recruitment Assessment on 0845-8400123 for an informal chat.