 |
Why candidates and hiring
managers should embrace a comprehensive résumé process
that includes structured processes and scientific assessment
of workplace behavior.
Candidate
representation and hiring manager employee selection
should not be left up to chance. Although
there have been many advances in recruitment – selection
technology and many new tools available, hiring today
is not that much different than it was several decades
ago.
There’s been a lot of automation, but automating
a flawed process, no matter how well it’s done,
is not a good thing. Also, the garbage in – garbage
out résu-mess principle creates havoc for both
hiring managers and candidates.
Many white papers have been written by influencers and
publishers in the human capital management market. One
very big problem they write about today is the lack of
candidate quality being the single most common concern
of both recruiters and hiring managers. Everyone wants
to avoid the uncertainties of selection.
Hiring needs its own revolution. Although more and more
companies are utilizing some form of assessment testing
to make more consistent and accurate hiring decisions,
the results of the assessment test are typically not
shared with the candidate. The present employer centric
recruitment – selection business model does very
little to help candidates represent and prove themselves
worthy of review.
The WorkPlace Big Five ProFile™ (WB5P™) designed
by the Center for Applied Cognitive Studies is unique
because it’s workplace specific. It assesses behavior
in the workplace and uses workplace terms and examples
in the questions. People taking the assessment are asked
to think about themselves at work as they answer the
questions since most people report that they are somewhat
different at work than in their lives at-large.
>> More
WB5P info
The WB5P™ is based on the Five
Factor Model of Personality which is now regarded by
the psychological community in the same way as the Table
of Elements has become the foundation of chemistry.
The WB5P™ coefficient alpha, validity, and reliability
are among the highest
of all other assessments. It's the first Five Factor workplace assessment that
provides an assessment of one's “capacity” to perform a competency.
Résuméfit's Candidate
Fit Indices™ (CFI™) give candidates the ability to measure
themselves against the position description being applied for using the WB5P™workplace
assessment data.
Instead of giving a hiring manager a 30+ page assessment report (which they are
unlikely to read), the candidate's WB5P™ results are “snippetized” so
that the
assessment information can be integrated to support the candidate's
Career History Detail and their Position Description Analysis (PDA).
>>
close
The shift to a candidate centric
business model offers candidates control of their representation.
A collaborative
(employer – candidate) centric business model is
then used by hiring managers to determine candidate quality
against the position being applied for.
|
|
