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The latest news, trends and information to help you with your recruiting efforts.

Posted August 29, 2012 by

Maximizing Selection for Culture Fit: Part II

Marisa Seeds

Dr. Marisa Seeds, Senior Consultant at Shaker Consulting Group

In my previous entry on Maximizing Selection for Culture Fit (Part I), I shared three tips that focused on using pre-employment testing to maximize your learning about candidates’ culture fit early in the hiring process. The remaining two tips shared below focus on using culture fit data to attract and engage candidates – that is, beyond measuring candidates’ fit and learning about where they stand, how can we use this information to further engage them in the hiring process and beyond? (more…)

Posted August 17, 2012 by

How Employers can Improve the Candidate Experience: Part 5

Joe Murphy

Joe Murphy of Shaker Consulting Group

I had chance to ask Russell Kronenburg from Australia’s Jemena what can be done to improve the candidate experience.  He played the BRAND card.  He suggests the brand message, recruiter behaviors and web touch-points all line up to deliver a unified employment brand message.  Click PLAY to hear what he has to say. (more…)

Posted August 15, 2012 by

How Employers can Improve the Candidate Experience: Part 3

Joe Murphy

Joe Murphy of Shaker Consulting Group

Nels Wroe of SHL and I had a chance to catch up and talk at the SIOP Conference in Atlanta earlier this year.  Nels offered some thoughtful considerations for companies to think about when creating the candidate experience.  He suggests we adapt our world to theirs, consider the life-cycle of the candidate and remember that your candidates may be your customers, or even your clients.  Click PLAY to hear what he has to say, but remember to scroll down for more of this article. (more…)

Posted July 31, 2012 by

Get Your Game On! – Three Questions about Your Candidate Experience.

Joe Murphy

Joe Murphy of Shaker Consulting Group

Game designer and TED presenter Jane McGonigal had an article in the January 22, 2011 WSJ “Be a Gamer, Save the World.” She states we (the royal We) spend three billion hours a week gaming.  The average 18 year old spends 80 minutes a day gaming and extreme gamers spend up to 45 hours per week connected to a digitally delivered challenge. The quick lesson here is that engaging experiences hold our attention.  The first question is: What kind of engagement does your candidate experience deliver? 

Charles Handler, in his Candidate Bill of Rights suggests a candidate assessment should last no more than 30 minutes.  Is that to free up time for gaming?  Or is that because the assessments he is thinking about are a form of torture.  Maybe he is seeking to limit the pain of a putting a candidate through poorly designed on-line assessments. He wants to limit (but not ban)– Applitorture.  Or, the degree to which the applicant is subjected to mental or physical anguish from the act of applying for a job. (more…)

Posted November 16, 2009 by

Personality Tests Online for the “Big Five” Traits

If you’re looking for personality tests online that you could administer to potential employees, you should check out tests that target the “Big Five” personality dimensions or personality traits. Visit http://www.shakercg.com to learn more about personality tests online.
These tests are based on decades of psychological research about personality. Even though they are not capable of identifying every aspect of someone’s personality, they can help you understand the general makeup of someone’s personality, specifically the factors that are the most important in social and interpersonal situations.
The “Big Five” dimensions include:

  • Extraversion – your level of sociability and enthusiasm
  • Agreeableness – your level of friendliness and kindness
  • Conscientiousness – your level or organization and work ethic
  • Emotional stability – your level of calmness and tranquility
  • Intellect – your level of creativity and curiosity

According to an article by PsychCentral, it’s important to keep in mind that these are not types of personalities, but dimensions of personality. It’s the combination of these dimensions that effectively makes up someone’s personality.
So why could this be useful to an employer? There are several studies that show someone’s personality remains relatively stable throughout life and can be associated with everything from academic success and occupational success to marital stability and physical health.
Other studies show that getting to know someone’s personality is an important step to take before you hire them. Just as skills tests, such as Agent Day in the Life, can assure you whether or not a potential employee will do a good job, personality tests can give you better insight about exactly who you are hiring.
Anyone wishing to take the “Big Five” personality dimensions a step further can use the Abridged Big 5 Circumplex, a circular model of personality that allows psychologists to examine traits that are blends of any two of the “Big Five” dimensions.
For instance, you could expect someone who is high in intellect and high in extraversion to be both sociable and creative, but the AB5C takes it one step further and says that person would be witty or humorous.