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A fair recruitment and hiring process is just what the doctor ordered during these times companies are rethinking their internal processes. Remote work, racial equity, and other changes to the workplace are occuring. 

You’ve scored the interview. Eureka! You’re busy preparing for a world-class interview, full of witty answers that showcase your experience, team spirit, and enthusiasm for the company in question. But have you considered preparing for any job interview discrimination?

Employees are the principal resource for a successful company. Full stop. Therefore it is absolutely crucial companies select the right people for their teams. From skill and value set to complementing the goals of the company culture, hiring managers build a company.

Facial expressions play an important role in recognition of emotions and are used in the process of non-verbal communication. Just like you hear your mother’s certain tone of voice---yes, *that* voice---you can quickly indicate a person’s feelings via their facial expression. This helps describe a person’s emotional state. Facial expressions assist us in ascertaining a person’s emotions and frame of mind. 

Researchers and scientists utilize facial expression detection in exploring the field of emotion  recognition.  Much of the research focuses on recognizing  seven  basic  emotional  states:  neutral,  joy,  surprise, anger, sadness, fear, and disgust.

In the field of psychology, the five dimensions (the ‘Big Five’) are commonly used in the research and study of personality. Since the late 20th Century, these factors have been used to measure, and develop a better understanding of individual differences in personality. It's commonly used as a pre-employment assessment---and as a basis for other personality systems. The Enneagram and the Myers-Briggs pull from the science-based Big Five.

Oh 2020, you're a weird one. We're really trying our best. Companies are quickly trying assess how the world of work is going to continue---including how to build teams and successfully manage them. Even with many employees workig from home. Organizations are digitizing their hiring process with an online recruitment system, allowing employees to work from home permanently, and making Zoom an unofficial employee. 

In a remote interview, HR Manager at VirtuaGym, Sandrien de Nijs tells us about her role in scaling up at the fitness coaching company. She shares with us how the role of the employee has changed for the better, why they don't have difficulty in finding tech talent, and the challenges in managing talent, especially during this time of COVID-19. 

The trend for working from home may suit some companies while they redesign their office spaces to cater to new social distancing guidelines. Nearly every company is clamouring to find how to make their business processes digital, from finding an online recruitment system to team brainstorming. Business leaders are not only looking to solve for the short-term, but also for the long-term consequences of COVID-19. 

While you might already be tired of hearing this inflationary word --I’m not saying it just yet-- the ongoing pandemia is certainly affecting all angles of our daily and professional lives.

Be it the way we learn --taking online classes for university or school--, communicate --transferring our social time to face calls or whatsapp messages-- or work --switching to home office and conference calls.

How many candidates request that golden interview hour of 11am? It’s not early for any party to feel sleepy or hungry; it’s not too late in the day to feel the fatigue of work. How many applicants vie for Tuesday or Wednesday slot? As explained by Glassdoor, the well-known job review site, shows that Tuesday is the optimal day for an interview.

A study of over 1,400 North American CEOs and CFOs found 90% of participants said culture was important at their organizations. In tandem, the #1 priority of CEOS is hiring the right talent. Aligned skills, motivation, and values between employer and employee results in positive outcomes, like employee satisfaction. They outperform competitors by 20%; happy employees are 12% more productive than those who dislike their positions.

In the field of psychology, the five dimensions (the ‘Big Five’) are commonly used in the research and study of personality. Since the late 20th Century, these factors have been used to measure, and develop a better understanding of individual differences in personality. The psychometric test was born, providing answers into how an individual's abstract reasoning, how their verbal reasoning tests, and created a slew of other aptitude tests. However the Big 5 is regarded as the "gold standard" due to its decades-long research; it's the only psychometric test to reach scientific consensus.

“Ain’t no party like a neurotic party”, said no one ever. Mostly because it would tend to look like a party thrown by Eeyore from the Winnie-the-Pooh books. Neuroticism is one of the five personality traits in the Big Five Personality Trait model. It's often confused with the word neuroses, which originated from the 18th century.

Traditionelle Bewerbertests sind nach heutigen Erkenntnissen nicht mehr ausreichend. Menschen bilden bereits eine Zehntelsekunde nach dem Treffen erste Eindrücke und Urteile, und das ist selbst bei erfahrenen Personalvermittlern im Rahmen von Vorstellungsgesprächen nicht anders. Beurteilungen, die in den ersten 10 Sekunden eines Vorstellungsgesprächs getroffen werden, können das Ergebnis des Gesprächs vorhersagen (aufgrund des confirmation bias, dem Akt der Urteilsbildung und dem anschließenden Versuch zu bestätigen, dass dieses erste Urteil wahr ist).

From the moment a candidate spots a vacancy, the candidate experience commences. Even if an applicant is rejected after the first round, that individual will remember how they were treated. Making applicants feel comfortable around pre-employment assessments should be prioritized on the hiring journey. Given that $4,000 is the average amount that US companies spend to fill an open position, the pre-employment test needs to be effective. 

If you take a peek in the online world, you’ll quickly realize a couple of things:
1. We use our unparalleled information age to create memes, 
2. Kanye loves Kanye, and 
3. people really, really dislike pre-employment assessments. 

The amount of applications companies receive is astounding. Google alone receives over 2 million applications per year! Hiring can be a tricky business; companies want to find the best match, but also create a competitive edge throughout their hiring process. With unemployment down to 3.6% in the U.S., companies are eager to lock down top talent. Since companies are on the lookout for the talented few, they're looking to technology to aid in of the most critical pieces of the recruitment process: the talent assessment.

Hiring talent remains the number one concern of CEOs, according to the Conference Board Annual Survey. PwC’s 2017 CEO survey reports that chief executives view the unavailability of talent and skills as the biggest threat to their business. Employers also spend an enormous amount on hiring—an average of $4,129 per job in the United States. AI can help recruiters save time while focusing on finding the most qualified candidates.