Does Your Business Use a Pre-Employment Personality Test?

May 12, 2015 Leave a comment

If you have any input into your firm’s hiring decisions, you likely understand the importance of personalities and how they mesh with the company culture. While choosing the candidate with the right educational background, work experience and technical skills is important, his ability to integrate himself into your firm’s unique culture is often what matters the most. We all want to hire true team players who can get along with their co-workers and superiors. This is why a pre-employment personality test is so important.

Culture Matters

Fitting into a company’s culture is important for the organization as well as its employees. The truth is that certain personality types work well together while others do not. Overly friendly extroverts tend to thrive in sales environments that are heavy on communication while introspective introverts excel in organizations that value independent thinking and working in a solitary manner. If a new hire fails to immerse himself in the workplace and assimilate to the organizational culture to a meaningful extent, he’ll likely search for a new position or under-perform until he is eventually terminated. Companies are now using big data to avoid such a nightmare scenario.

The Benefits of Pre-Employment Personality Tests

The challenge of hiring is to find the best candidate with the ideal personality that is a match for the open position as well as the company as a whole. Unfortunately, determining the personality traits of a candidate during a half an hour interview is quite difficult. Pre-employment data analysis has the potential to predict whether an employee will stick with the job and get along with others in the working environment. These assessments allow human resources employees to evaluate the personalities of candidates and gauge how they’ll perform within the company. Pre-employment personality tests are beneficial to both the job candidates and the organization. After all, prospective employees do not want to spend 8 hours a day in an environment that they detest.

Use Technology to Facilitate the Hiring Process

Don’t let your organization fall behind in recruiting and hiring methods. If you don’t incorporate high tech solutions into your employee search process, you’ll end up wasting time, money and effort as you cycle through candidates and new hires who are better served working elsewhere. Take advantage of the full suite of software products designed to help organizations pinpoint the perfect candidates. Rely on pre-employment personality testing programs to pose pertinent questions that identify candidates with the ideal traits and skills for your organization’s open positions. Incorporate applicant tracking systems (ATS) as well. They’ll help you sort through the overwhelming amount of prospect data, coordinate an interview schedule, auto-email candidates and more. These technologies improve the efficiency of human resources departments while simultaneously pairing the overarching organization with the ideal job candidates who will truly fit in with the already established culture.

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Pre-Employment Personality Test Features Added to Newton’s ATS

May 8, 2015 Leave a comment

Newton has upgraded its #ATS again!  This time with pre-employment personality test features that make hiring the perfect employee that much easier:

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Have You Gone Mobile with Your Recruitment Process

April 14, 2015 Leave a comment

In order to find the best prospective employees, recruiters must meet people where they are looking for jobs: on their mobile devices. The rest of the world has gone mobile, and it’s time for hiring managers to take advantage of the trend. According to a Jobvite Survey, 43 percent of job seekers used their mobile devices during their search for a new position. Here’s how you can reach out to these mobile job seekers.

Post Jobs on Social Media

If you’re going to reach job seekers on their mobile devices, then you first must post job listings on the sites seekers are using to find positions. In addition to listing openings on your company’s site, post them to social media. LinkedIn is a favorite among recruiters, but most job seekers who use social media turn to Facebook. Jobvite’s survey found that over three-fourths of people who found their current position on social media saw the listing on Facebook.

Use Mobile-Friendly Online Applications

Job seekers should be able to fill out the online applications that your company uses on the same phones and tablets that they are browsing social listings on. In Jobvite’s findings, 27 percent of job seekers said they wanted to be able to apply for jobs directly from their mobile devices. If you don’t already have a mobile-friendly online application, revise your application page so that it:

  • is responsive
  • doesn’t require a lot of typing
  • lets users easily upload their pre-written resume and cover letter

Enter Applications into an Applicant Tracking System

Each application you receive should be automatically entered into an applicant tracking system. Not only will such a program ensure you have all applications on file for the legally required amount of time, but it will also organize applicant’s resumes and cover letters. Your online application can have fewer forms, which are annoying to fill out on a mobile device, because the applicant tracking system can read and organize any documents applicants upload.

Text Prospective Employees

The next step in the hiring process is to contact candidates whom you’d like to interview. Traditionally, contact between hiring managers and applicants has been limited to phone calls, emails, letters and in-person interviews. Texting is quickly becoming an accepted way to communicate with job seekers, though, and it is a much more efficient means of conversing.

If you’re a hiring manager, think about how you might embrace the mobile world in your hiring process. Start by posting openings on Facebook and using mobile recruiting apps. Who knows, you may even want to begin using texting to reach potential candidates.

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Is Your Business Hooked Into The Talent Community?

March 2, 2015 Leave a comment

Next generation applicant tracking technology has the potential to revolutionize your human resources department. Applicant tracking systems (ATS) facilitate the hiring process by sorting through voluminous information to pinpoint ideal candidates for open positions. One particularly helpful aspect of this technology is its interview scheduling tool. The tool is often offered via cloud based hiring software platforms. Some are even pre-integrated right into e-mail services like Google Gmail and Microsoft’s Outlook.

Applicant tracking interview scheduling tools make it much easier to schedule interviews. Everyone who has worked in human resources knows just how complicated and annoying interview schedules can become. They take up a ton of time to properly coordinate. Oftentimes, interviews end up overlapping when they shouldn’t. Sometimes they are double booked for the same time slot. It’s an irritating process to say the least. Thankfully, interview scheduling tools are now integrated into ATS software to make the interview process as easy as possible. Most of these programs are quite simple to set up and are built with state of the art user experience designs.

Interview scheduling tools are programmed to perform a variety of functions. They can build interview teams and determine each’s availability from a single screen. This tool even extracts information in real time right from corporate calendars. The tool also empowers users to build automatic invitations within the ATS. All it takes is a little bit of time to customize an e-mail template and invitations can be generated with ease. The tool auto-fills important information like names, titles and directions. Candidates are then invited to an interview and the system even sends e-mails to confirm these scheduled interviews.

This next generation applicant tracking technology is even configured with smart alerts that notify interviewer schedulers if an interviewer has confirmed the date and time of the meeting or if a rescheduling is necessary. This makes the interview scheduling process incredibly efficient. Recruiters who take advantage of this tool will no longer be saddled with the burden of scheduling meetings with candidates.

Companies that stay modern and take advantage of this next generation applicant tracking technology will find that they spend much less time scheduling interviews. It’s the perfect digital hub to replace your traditional calendar that has caused so much drama and irritation in the past. Aside from improving a human resources department’s organization, next generation applicant tracking technology’s interview scheduling tools will reduce costs. Firms will no longer double schedule interviews and miss out on a potential candidate who might have been the “rain maker” that the organization needed so desperately. Organizations that take advantage of this technology will also spend less on overhead as they won’t have to rely on employees to schedule interviews and manage the interview calendar.

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In With The New Hiring in 2015

January 26, 2015 Leave a comment

When it comes to filling open job positions, there are two ways to go about the process — the old way and the new way. While the old way worked well many years ago, the new way brings forth many benefits that the old way simply cannot yield.

The old way of hiring people was more like announcing a job opening and hoping that the right person saw the ad and applied. The new way is more about recruiting and tracking applicants, to ensure that the right person gets chosen for the job. And the new way goes beyond typical hiring strategies to find job candidates in unfamiliar places. The best of the best candidates tend to be hiding under a rock, and it’s a hiring managers job to find them and recruit them.

It’s imperative that you understand that not everyone in today’s age and time has a college degree, and there are many talents that simply cannot be substituted by a degree. Because of this, unless the line of work explicitly requires a degree, you should always be open to the idea of hiring people who didn’t follow a traditional life plan — graduate high school, go to college, graduate, get married, have children, etc.

It’s also important to keep in mind that as your company grows, whether you realize it or not, the hiring process will likely become more mundane, and less exciting. You must stir excitement back into it. After all, with each new employee that you hire, this presents an opportunity of growth for your company.

Did you know that one day it is expected that much more than a person’s resume will be looked at when it comes to hiring a person? That’s right! Employers will likely have the option to sift through a person’s resume, social media profiles, portfolios and much more to determine which person is the best suit for a particular position.

All of this boils down to having an applicant tracking system in place that meets the needs of your particular company. For instance, let’s say you have a position that you want to fill with three potential candidates on a probationary basis. At the end of the probationary period, you will make a final hiring decision. Your applicant tracking system would need to pinpoint the top three candidates, not just one.

With an applicant tracking system, you can easily evaluate candidates against one another. And ultimately, you can rest assured that you are hiring people who will bring growth to your company.

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Get Your Hiring Program Up To Speed This Year

January 12, 2015 Leave a comment

If you are like most businesses, you may be planning on adding additional positions to your workforce in the coming months. In fact, according to Business News Daily, 36 percent of businesses have plans on expanding the full-time workforce in 2015, whether it is turning part-time jobs into full-time, or simply creating new positions. If your company falls under this umbrella of hiring statistics, there are a few bits of information you need to keep in mind before you start posting “help wanted” signs.

What to Keep in Mind

First, when working in numbers into your bottom line, you need to remember the minimum wage increase. If you pay minimum wage to workers, the increase is going to affect you. Beyond this, over 50 percent of current employers have stated they are going to increase their worker pay by over $2 an hour. When determining whether or not you need to bring on new help, this is something you need to equate for, otherwise you might bring on an employee and not realize you simply are unable to afford it.

Program Up to Speed

If your company is looking at increasing the number of employees you have on staff, you need to look for improved skill sets held by these different employees. While more businesses are hiring, many of these new jobs require both tech skills and other forms of knowledge and experience. With the previous lull in hiring, a large number of college educated employees are out there, you just need to make sure you are able to locate the job seekers who have the necessary skills your business requires. While expanding your business and bringing on added employees is a good sign towards progress, hiring the wrong employee can set your business back financially and productivity wise.

Applicant Tracking System

An applicant tracking system is something your business needs to invest in. This software allows you to quickly go through applicants and pinpoint those who match the required skills, education and experience you are looking for. Without this kind of software, you are often left trying to dig through dozens, if not hundreds of different applications. All of this takes time, which is time away from other work you could be doing. When integrated into online job posting websites you might use (such as, all applications are directly sent into the software, which then informs you whether or not the potential applicant is a fit for your business.

Just because you are looking to expand your business with new employees does not mean you should rush into any hire. You need to make sure they fit your requirements.

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Need to Take on IT Hiring in 2015?

December 23, 2014 Leave a comment

While almost 75% of tech professionals think the companies they work for will have a greater IT need in 2015, only 56% of those same professionals believe their companies will increase spending for IT. According to an article, “IT Hiring, Budgets In 2015: 7 Telling Stats,” in, the people operating a number of companies believe they can handle rising demand for IT services without using more money to do so. That makes using the very best technology and newest platforms, including the Applicant Tracking System, and a good strategy, vital.

Many companies are not hiring IT professionals. Only 30% of companies anticipate hiring new IT professionals in 2015.

In today’s world, the increasing IT demand isn’t only about increasing the number of BI reports. It is also about doing new things to lower costs and help companies grow, including using mobile apps for data analysis, to spot new opportunities, build new customer ties and increase revenue.

New highly virtualized data centers, which allow for remote management, will eliminate some IT jobs. IT companies won’t have to spend as much time manipulating physical boxes.

Todd Davis, CIO for Choice Hotels, was quoted in the article in Information Week as saying finding infrastructure professionals among IT professionals is one of the hardest tasks there is because of the complexity of the data center.

Using an Applicant Tracking System can be useful. A modern day ATS software can store information about IT candidates, monitor all candidates throughout the hiring process, post job openings on a job board or corporate website, generate interview requests by email, use source tracking, and to pre-screen questions.

In additon, an Applicant Tracking system can find the best professionals, quickly, by recruiting and identifying them. It can improve the speed of hiring and the quality of new employees, while using fewer resources.

Choice Hotels provides an example of a company growing by investing in IT, including people. The IT staff is being expanded by 100 people, or 20%, primarily in Phoenix. The company has used reservation system upgrades because of international expansion and cloud platforms.

“We’re looking for people who can bring new thought to the table as we push into new markets and come up with creative ways to address our technology needs,” Davis explained in the article.

Is your company one of the 56% of companies that will increase its IT budget, the 33% making no changes, or the 11% reducing its budget? Maybe you will self-fund new development projects, or even eliminate IT projects, waiting to see what the future holds.

Whatever your company is doing, it pays to use the best software tools and to have a good plan in place.

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