"Of course I understand about training. It works well at times and there are occasions when wonders are performed. There are always anecdotes. But the macro results, the overall gains, come much more from helping people get into the right place and…"
"This is an old truth: people leave their bosses not their jobs. Like many old truths it is both correct and misleading. People leave the situation and leaders influence the situation more than most other factors. But there are other factors. And…"
"Well, exactly. Jobseekers need to know themselves in job-relevant terms. They need something scientific, substantive, reliable and verifiable - not best-guesswork. Resumes don't help them get there nor do nearly all job posts and…"
"Indeed.com and plenty of others - no, HUGE numbers of others - make the central problem worse not better. There are too many unqualified applicants per job. Why do we want more? The elephant is adding a lot of... clutter to the room. I much prefer…"
"This comment stream is itself an example of the phenomenon: people like to make their opinions known. They like to speak out, be heard. That's what social media does as well as connect us to each other - whether we want to be connected or…"
"I think Execunet - in this world of job boards and professional recruiters - is not bad. The quality of executive jobs is pretty good; they are serious. Still, I don't find them or anything like them to be the bes way to get people…"
"Who knows? As you point out yourself. Some people are seldom right but never in doubt.
I don't know either about the future of social media and recruiting. But I do know that the internet enables people (recruiters and everyone) to find…"
"I was told at 40 that my new job, then, would be the last I'd get. I've had 4 others since and am proud to be a babyboomer.
The thing is, we have research and statistics to show that the points made in the post are not simply…"
"Funny stories are great. I can of course cite equally funny stories of wrong-headed hiring done by apparently smart, experienced, insightful recruiters and hiring managers where it all goes wrong. We all can. Stories and cool and…"
"Morgan, well I can't really agree. In baseball Hall of Famers go 0 for 4 all the time. Look at the longer term statistics. Doctors lose patients all the time; look at the full results. Test can be bad, there isn't a lot of fixed control.…"
"Fun stories, folks but the facts are these: tests win, science wins. You can be as much of a gut-feel expert as you like about, say, medicine and health, but I will trust the licensed MD every time. Medical science isn't perfect - shall…"
"We test people outside of any application process and it is the best way. Why should a test taker have a particular job in mind when answering questions about him/herself? We get much more meaningful results this way and the individual gets…"
I think given the experience cited at the beginning of this train of comments, it's logical to shy away from tests at the beginning of a recruitment process. But in fact, properly done, it opens real possibilities for the candidate…"
I want to encourage you to think a bit more broadly about the role of tests. So far, organizations have tended to use them late in the recruitment process as a supplement to other things. But leading companies do a lot more than that. There…"
"No feedback or instant non-personal response is awful, I agree. But science, research, hard evidence will prove - not contend, but prove - that industry-standard, validated tests will produce a better fit for both candidate and employer.…"