Learn how Aspen built an efficient hiring engine utilizing Chequed’s Talent Selection suite to dramatically increased their hire quality and efficiency:

• Applicant flow from 7000+ per year to 28,000+ per quarter
• Only best applicants moved forward
• 50% turnover reduction in key positions
• Decentralized hires made with consistent criteria

To Download the Case Study, fill out the form on the right

Participants may email contests@chequed.com for assistance, or to clarify any questions about the products or contest. A participant may also contact contests@chequed.com for permission to use the Chequed.com offices in their video.

Winners will be announced on Friday May 11, 2012 on the Chequed.com “News and Events” page, as well as on Facebook.

How to Submit a Video:
Upload your video to YouTube, then email contests@chequed.com with the link to your video and the following information:
1) The link to your video
2) The name of your college or university
3) Your contact information (name, email address, and phone number). We will NEVER use this information for anything other than contacting you about the contest.

Rules:
1) Videos may not be detrimental to the Chequed.com brand.
2) Videos must be free of profanity.
3) Videos must be free of copy written or trademarked content, except for any content owned by Chequed.com.
4) All submissions should be made via YouTube.
5) All submissions must be received before 11:59 PM on May 1, 2012.
6) All video titles should include the name “Chequed.com.”
7) Participants must be actively enrolled in a college or university.

It’s time to evolve your hiring process.

It’s time to start using automated pre-employment screening. Chequed.com’s behavioral science-based assessments ensure that the candidates you hire are the best of the best. ChequedFit™ is an online, automated questionnaire that asks all the right questions to determine if a candidate is a good fit for both your company and the job in question. All this is done before the interview so you can conserve time by effortlessly implementing a multi-step screening process. First, you assess candidates to determine their job fit, then you select the highest scoring candidates for the interview. In the interview, you can use the follow-up questions provided by Chequed.com to assess a candidate even further and give them the opportunity to explain any lower-scoring competencies they may have. These questions are phrased in such a way as to directly hit on a candidate’s individual traits, without being leading.

Don’t just stop at improving your interview process. In truth, the interview is just a small part of the bigger picture. There’s no better way to predict how a new hire will perform other than by assessing their past performance. This is where Chequed.com’s improved form of reference checking comes into play. Phone-based reference checking is time-consuming and unreliable. Most references simply just aren’t comfortable honestly critiquing a candidate to a complete stranger. Not only that, but if they provide negative feedback on a candidate, they may think they’re tarnishing their own reputation by being too aggressive, or they may be afraid of legal implications. ChequedReference™ is a powerful tool that allows references to answer unbiased questions as honestly as possible, while remaining anonymous. Furthermore, gone are the days of phone tag! Liked ChequedFit™, ChequedReference™ allows references to complete assessments online at their own convenience, thereby increasing completion rates and reliability of information received.

Do away with the antiquated techniques you’ve been using. You and your company deserve an upgrade.

The outdated method of phone-based reference checking is almost always unreliable. Not only are some references impossible to reach, but the impulse for references to be more helpful than truthful can easily hinder a manager’s ability to obtain accurate or useful information. Current and former employers often worry that the lack of anonymity when providing a reference can have negative legal implications, and will therefore give a shining review of a candidate. Even in the rare case when the reference is being completely honest, most hiring managers fail to ask questions that are directly linked to a candidate’s attributes. This generalization reduces the relevance of information the manager has to work with, and can result in a complete oversight of important information. In the end, managers end up spending hours upon hours of their valuable time obtaining near-worthless data.

All hope is not lost! Reference checking can still be accurate and is, in fact, one of the most important tools in the pre-employment screening process when it comes to forecasting an employee’s performance. Score inflation is common in phone-based reference checking, but an automated system changes that. Through the use of automated reference checking, employers can delve deeper into understanding each candidate’s full potential. Questions developed through behaviorally-based science can provide valuable information into whether or not a candidate can do the job well, if they are willing or motivated do the job well, and whether or not they’ve done the job well in the past. Furthermore, and most importantly, the validity of information that a reference provides increases drastically. Why? Because their anonymity is guaranteed and any legal implications they were otherwise faced with become nearly non-existent.

Considering the reduced legal concerns, and the convenience of a 24/7 automated online system, references are more likely to respond to questionnaires. They are also more likely to be comfortable enough to provide useful and reliable information. Rather than being confronted by a stranger over the phone, references receive survey that focuses on specific behaviors they may have observed. A further check on bias is provided by additional questions that focus on objective behaviors, where the socially desirable way of responding is not as easily apparent.  On the hiring manager’s end, a huge amount of time is saved. On the reference’s end, there is no awkward social pressure to respond delicately or be overly tactful when providing information.

Automated reference checking works. Because it is more accurate and efficient than the old phone-based model, it turns references into a goldmine of candidate data. Don’t stop reference checking. Just start doing it right.

On February 2^nd you will have the opportunity to learn how you can optimize your own HR department’s efficiency. iCims and Chequed will be hosting a webinar discussing the customization of their employee screening software for Aspen Dental. iCims and Chequed together currently provide a comprehensive pre-employment screening tool that aids HR professionals in targeting ideal job candidates. The webinar will focus on how to reinvent the hiring process to maximize efficiency, minimize costs, and target only the best potential hires. Sue Decker, Vice President of HR for Aspen Dental, will be providing insight into the most common hiring practices of today, and how her use of the joint service provided by iCims and Chequed helped her improve on those practices.

Greg Moran, CEO of Chequed.com and Ron Kasner, Chief Development Office for iCims, will also be providing insight into the science behind the software and how you can make a valuable difference in your company’s ability to reduce turnover rate, and narrow in on only the best applicants while still increasing applicant flow.

The webinar will be broadcast live on Thursday February 2nd and will also be available for download if you are unable to attend the live stream. Click here or paste the the link below to register for the event and for easy access to the live webinar.

Registration link: https://www3.gotomeeting.com/register/115760198

Thursday, February 2, 2012
2:00 PM – 2:45 PM EST

What We’ll Cover:

Sue Decker will share her thoughts on today’s common hiring practices and how she executed on her vision of a far better process. iCIMS and Chequed will walk you through Sue’s vision front to back, showing how leading tools seamlessly integrated and a little common sense made a dramatic impact on hiring efficiency and quality:

• Applicant flow from 7000+ per year to 28,000+ per quarter
• Only best applicants moved forward
• 50% turnover reduction in key positions
• Decentralized hires made with consistent criteria

Why Attend?

If you’re in HR and handle large scale hiring then this is a must attend. You’ll discover a process of how to not only dramatically increase the number of applicants but also better predict how those applicants will perform to pick only the best candidates! Register and attend this real life case study and get a chance to see how Aspen Dental’s re-engineered hiring process can be easily applied to any company.

The 14th Annual HR Technology® Conference & Expo is going to be the largest and most exciting in our history.

About 3 weeks before the doors open, 45 percent more practitioners have registered than last year’s record-breaking attendance at the same time.

Scroll down the column to your right: Every leading vendor in the industry will be there. The Expo will be the largest ever with them competing for your attention at their booths or in one of our new private demo rooms: more than 200 vendors in all.

The Annual Town Meeting of the world-wide community of everyone who cares about HR technology is about to convene. Are you really going to stay home?!?

Nowhere else will you find so many like-minded people just like you from a dozen countries in one place. Everyone you need to know to solve whatever challenge (or problem) you have in HR will be there.

If HR technology is your executive responsibility, your actual job or currently your headache – you need to join us.

In our last paper, Connecting HR to Business Results: Five Top Thinkers Weigh In – Part 1, we looked at the reasons these thinkers see for why HR so often seems disconnected from the larger goals of the business.

In this week’s installment, Connecting HR to Business Results: Five Top Thinkers Weigh In – Part 2, we share five tactics Dave Ulrich, Jack Phillips, Jac Fitz-Enz, Jeff Pfeffer and Paul Kearns suggest for positioning HR as a stronger strategic partner.

How can HR measure the business impact of its work? How do we create value—and communicate that value to the rest of the organization? How do we work more strategically with the rest of the organization?

Learn how HR’s top thinkers respond to these questions and read about the five tactics they suggest for strengthening HR’s role in the organization.

And stay tuned for future HR Thought Leader interviews. Click here to subscribe to the series, and we’ll send an email to notify you when these interviews are posted.

Fill out the form to download the article

Why does HR so often seem disconnected from the larger goals of the business? Why is it such a challenger for HR execs to show the business value of their initiatives? How can HR better position itself to garner more power?

We explore these questions in our newest white paper, Connecting HR to Business Results: Five Top Thinkers Weigh In.

To View the Whitepaper Fill out the form to the Right