When searching for the ideal candidate for a position, we need a way to evaluate their skills and experience. The common practice for this evaluation is through an interview. However, most candidates do not know that interviews are considered “tests.” As such, they should comply with fair testing standards. One aspect of these standards suggests that test takers should be made aware of the best way to maximize their score. In other words, test takers should be instructed on how they earn and lose points. For example, on the Wonderlic Personnel Test, a popular cognitive ability test, you earn one point for each correct answer and there is no penalty for guessing. Wonderlic also tells you that questions become progressively harder, so you are better off spending time answering early questions, which are easier to answer correctly, than later questions, which are more difficult to answer.
The reason testing standards suggest telling test takers the best strategy for maximizing their test score is because the test should assess only the variables it was designed to validly measure. Unless the test is designed to measure “test taking” skills, it should provide crystal clear instructions on how to do your best. Interestingly enough, when it comes to interviews, candidates rarely ask about the type of interview they will complete or how they will be evaluated from the information obtained during the interview. It’s a mistake not to ask for this information. Knowing the interview type helps you answer questions and display behaviors in a way that best allows the employer to predict your job success prior to hiring you. In addition, you should know how this prediction of your potential job success will be made.
As a recruiter, do you perceive interviews to be tests or is it less abstract than that?
Domniki Demetriadou and Steven Lindner from The Workplace Group recently presented research at The Institute of Behavioral and Applied Management Conference called The Job Hopper Construct.
What is Job Hopper Construct?
The purpose of our research is to understand the behavior of people who change jobs frequently, or job hop. Job Hoppers are frequently frowned upon by employers, being considered less than desirable candidates, but when hiring managers are asked to define the characteristics of a Job Hoper, a multitude of criteria and inferences are shared.
A review of the scientific literature shows a general lack of agreement as to who is and how one becomes labeled a job hopper. For example, how many jobs do you need to have and over what period of time in order to be classified as a Job Hopper? Or, do the reasons for changing jobs have any influence on whether you are considered to be a Job Hopper or not? Interestingly enough the limited research on Job Hopping shows that a Job Hoppers job performance often exceeds the performance of those who have longer tenures in their previous job positions.
We have kicked-off our research program on Job Hopping at The Institute of Behavioral and Applied Management Conference. We plan to publish a series of articles and studies focused on Job Hopping which will provide both scientific and applied guidance to Employers, Job Seekers and Researchers.
For more information on Job Hopping and the research surrounding it, please contact us email@example.com.
We are happy to announce a recruiting campaign where we will be making donations to The Salvation Army in Tampa, FL for every qualified resume that we receive for job openings with one of our Fortune 100 clients.
To run the campaign, we have partnered with YouGiveGoods.com, which has a platform that hosts online food drives. Anyone who is interested in applying for one of the available positions can contact The WorkPlace Group for more information. To fuel this drive and to encourage people to apply for the positions available, we will make a food donation on behalf of every qualified application it receives.
The Tampa area unemployment rate peaked in February 2010, and the job market has been improving since. Top Talent now has many job choices as competition among employers for talent has significantly increased. Our philosophy is that in order to attract top talent we need to stand-out from the crowd. Use Your Resume to Fight Hunger campaign is one significant way to attract the attention of Top Talent and give back to the local community.
Our client is looking to fill a number of Customer Contact Sales Associate positions. To qualify, applicants must have one year of customer service and sales experience within the past five years, hold a High School diploma or GED and be comfortable navigating through multiple online systems while speaking to customers.
We are thrilled to work with The WorkPlace Group team, said Patrick O’Neill, CEO of YouGiveGoods. We see more and more companies using our website to incorporate giving back with other objectives they are seeking to achieve.
We chose to support The Salvation Army because we believe they are a great organization, and we know that they can use more food to meet their mission of helping the hungry in the greater Tampa area. Our goal is to donate one ton of food to them from our drive.
Our Company has a tradition of giving back. By incorporating a charitable cause into our recruitment strategy, we are inspiring qualified candidates to help the hungry in their community simply by applying to our Customer Contact Sales Associate openings in Tampa. For more information on this campaign, please contact a WorkPlace Group associate.