Due diligence can avoid legal issues

When hiring senior executives, a lot of time and attention tends to be given to perfecting the remuneration package.  A leading workplace law and strategy firm warns that it is important to give equal attention to exit strategies, to avoid costly legal battles if the relationship sours.

One aspect of the exit/departure process that is often disputed when senior executives move on is the restriant of trade clause, which sets out which organisations the executive is prohibited from working for after they leave the organisation and how long this prohibition lasts.  For instance, some organisations prohibit executives from working for competitors for up to on year after moving on.

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Assessment in Organisations – Current Status, Trends and Emerging Issues

Meta-analyses have revealed that the most valid predictors of job performance are ability measures (cognitive or intelligence tests) and personality assessments, particularly the “Big 5” personality traits, followed by structured job interviews.  Together, ability tests and measures of conscientiousness or integrity provide an adjusted validity of 0.65 (Ones, Viswesveran, & Schmidt, 1993; Ones & Viswesveran, 1998).  The combination of these measures also helps to reduce the impact of issues such as cultural differences in performance on ability tests and measurement error (Bartram, 2004).

In terms of ‘post-hire’ testing, research has shown that 360 degree feedback systems are one of the most popular and fast-growing types of assessments used in organisations.  These systems have evolved as globalisation and the increased pace of change in organisations have resulted in a need for flexible measures of organisational performance that assess a range of competencies rather than specific job skills (Bartram, 2004).

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PULLING OUT THE BAD WEEDS

Recruitment & Pre-Employment Selection Testing
By using the intuitive method of psychometric testing during pre-employment screening processes, companies are hitting a home run the first time they hire someone. Selective testing is “intuitive”, because it assesses job candidates beyond the normal interview questions, extracting information about the candidate through various kinds of pre-employment tests

According to Human Capital Magazine, pre-employment selection testing assists in recruiting people who are suitable for both the position and the company. In addition, selection testing also aids companies in “pulling out the bad weeds” that seem like the perfect fit.

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GIVING PROSPECTIVE EMPLOYEES A FAIR CHANCE

Psychometric Aptitude Assessment
A rigorous interview and selection process may seem tedious for both employers and prospective candidates. However, if you implement aptitude psychometric testing in your interview process, believe it or not, you are giving job applicants a fair shot at the job position.

“But, aren’t these tests used to weed out the unqualified employees?” you ask. The answer is: Yes, but aptitude psychometric assessments are also great for determining which candidates are the most qualified as well. When an applicant passes the tests that you chose to administer with flying colours, you know that you have found a viable candidate for the position.

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You Can’t Beat Psychometric Testing

As published in Computer Weekly

More than 70% of top companies now use psychometric tests – and there is no way to trick them in order to get a job says job agency body the Recruitment and Employment Confederation. They also warn that trying to guess the “right” answer to test questions is not only impossible but will probably reveal someone as a liar.

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Human Resources in the Modern Workplace

Modern-Workplace

“When hiring for a position, taking into account the various interview techniques at the disposal of the average Director, Executive, HR Manager or Business Owner, we can expect that there is about a 70%  chance that the person employed will be an average or good employee. “

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