Even with the plethora of candidates available as a result of today’s high unemployment rate, sourcing the best candidate for any job can still be a difficult and time-consuming task. For those of us who are looking for a way to up the ante and begin sourcing a higher level of candidates, it’s time to start turning over some new stones.
Some common hiding places are:
Behind Generic Job Descriptions
Beneath the Title of Reference Provider
Amidst the Web of Social Media
Behind a Bad Resume
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A study of 20,000 new hires revealed:
46% of all new hires fail
89% fail for attitudinal reasons
11% fail due to poor skills
Reference checking is one of the easiest and most cost-effective ways to improve these statistics. However the common perception is that checking references is too costly and doesn’t return any actionable information.
Download 5 Myths of Reference Checking to bust these myths once and for good, and learn how to gain more actionable information using automated reference checking.
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What Every Hiring Manager Should Know About Personality
For decades, conventional HR wisdom has associated certain types of personality traits with particular types of jobs. Those who were kindhearted and motherly made the best kindergarten teachers, while those who were aggressive and arrogant were geared toward high-level sales and negotiations. While successful hires have certainly been made based on such unscientific postulations, the reality is that the likelihood of hiring the best candidate when using only such stereotypes is low. So while most of us may (more…)
Ever wonder what competencies are critical for success at your company?
The Chequed research team conducted a survey of 264 subject matter experts on management and professional level hiring to determine the answer.
Below is a preview of the findings, please fill out the form on the right to view the full results
Applicant tracking systems (ATS) have become one of the most widely used technologies for hiring internal and external candidates. Some organizations love these systems and enthusiastically adopt them while others struggle with their implementation and use. Regardless, most practitioners view them as necessary support to the talent acquisition function.
To help organizations improve selection outcomes, this buyer’s guide will share seven important evaluation criteria. As part of the discussion, we highlight key questions organizations should answer at some point during the selection process:
Data Comprehensiveness & (more…)
“By partnering with Chequed, we can now identify the characteristics that drive higher employee performance. We have also improved out process and added efficiencies for our hiring managers.”
– Sue Decker, VP of HR
Learn how Aspen Dental, one of the largest and fastest growing networks of dental care providers, leveraged Chequed.com’s Predictive Talent Selection™ suite to dramatically increase their hire quality and efficiency. Using these tools, and integrating them with their current applicant tracking system, the organization was able to:
Reduce turnover by 45% in key positions
Cut average time (more…)
Intuition is a key component to all hiring. But if you want to hire the best you need to use science to identify candidates with the highest likelihood of success. In our latest case study you will learn how a fast growing sales organization added behavioral science to the hiring process and drove these incredible results:
Increase average production from new hires by 188%
Saved time by eliminating low potential candidates early
Developed an ongoing feedback loop for constant improvement in the hiring process
This case study is must (more…)
Finding candidates has never been easier. Between social media, employee referral programs and other web-based platforms, creating a massive applicant pool is a no-brainer. Finding the right talent, however, is a growing challenge despite it’s increasing importance.
Download the whitepaper to learn:
What types of proprietary databases can be leveraged to source candidates?
How can your organization can start building it’s own sourcing pool with no additional cost or time required?
How can you leverage candidate’s references to fill the sourcing pool?
Fill out the form on the right to download
Why Personality Assessments Matter to Improving Quality of Hire
Personality assessment and reference checking software solutions can be extremely useful in determining a candidate’s fit for both a certain position and organization culture. Yet while such technology can dramatically improve the quality of hire by minimizing subjective interference, HR managers are still required to understand what such attribute benchmarks really indicate. When a candidate is deemed high on X or low on Y, what does this really say about their aptitude, their decision-making, and their leadership?
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Too often, we get caught up in simply executing the hiring process and consequently forget to truly investigate its efficacy – including the impact it has on the candidate.
“Is our screening process a positive, productive experience for candidates?”
The answer to this question is an important one because it could be having a significant impact on your ability to hire top performers.
In this paper we investigate:
The impact of automation on your recruitment brand
The pros & cons of adding extra steps to the hiring process
How candidates really feel about companies (more…)