TestGorilla

We all know the world of hiring is broken. In a world obsessed with the perfect pitch, resumes have become more focused on who you know and where you’ve studied, and less about who you are and what you can actually do. We’re here to change that. We want to put talent and possibility into everyone’s hands. 🌍

Traditional hiring is dying. But here's why that's a good thing: 🎉 Old way: 🕰️ - Resume screening (aka judging book covers)  - Degree requirements (hello, student debt)  - Years of experience (quantity ≠ quality)  - Interviews (how good are you at small talk?) New way: 🚀 - Skill assessments (show, don't tell) - Portfolio evaluations (your work speaks for itself) - Job simulations (can you walk the talk?) - Technical interviews (prove your expertise) One method gatekeeps. 🚫 The other opens doors. 🔑 Skills-based hiring is no longer just a trend. It's the future of work. Because in the real world, results matter more than resumes. What are your thoughts on traditional vs skills-based hiring? Let us know in the comments!

The STAR method isn't just for candidates. 🌟 It's a game-changer for skills-based hiring. Here’s how it works: S - Situation: Set the stage for skills assessment  T - Task: Identify the core competencies needed  A - Action: Design questions that reveal true abilities  R - Result: Evaluate responses objectively 5 reasons STAR transforms your hiring: 1. Cuts through the fluff  No more generic answers. Get real examples. 2. Reveals hidden gems  Uncover skills that resumes miss. 3. Predicts future performance  Past behavior is the best indicator. 4. Levels the playing field  Compare candidates apples-to-apples. 5. Boosts diversity  Focus on skills, not pedigree. Ready to supercharge your interviews? ⚡ ➡️ Develop STAR questions for each key skill  ➡️ Train your team to use STAR consistently  ➡️ Create a rubric for evaluating responses  ➡️ Use STAR data to make objective decisions Remember: Great talent doesn't always come in the package you expect. 🎁 STAR helps you see the potential others miss. What's your go-to interview technique? Share in the comments! 👇

What even is a rebrand without some shiny new swag? ✨ ⁠ Most of the time, corporate swag is unoriginal, of questionable quality, and ends up at the bottom of your desk drawer.⁠ ⁠ So, we decided to do #swag a little differently. 🚀 ⁠⁠ This time, we empowered our team members to design their own swag—something they’ll actually use and love!⁠ The results were nothing short of fabulous! Today, we’re excited to share some of the amazing creations from our team! ⁠🦍❤️ ⁠ Which swag item is your favorite? Let us know in the comments.⁠ ⁠ Stay tuned—we'll post more swag creations soon!

Compliance isn't just about rules. 📏 It's about building trust, respect, and fairness. 🤝 Here's what every HR professional needs to master: 1. Employment Laws  2. Equal Employment Opportunity (EEO)  3. Americans with Disabilities Act (ADA)  4. Family and Medical Leave Act (FMLA)  5. Fair Labor Standards Act (FLSA)  6. Occupational Safety and Health Administration (OSHA)  7. Immigration Laws  8. Labor Laws  9. Workers' Compensation  10. Unemployment Insurance 🛡 11. Recordkeeping  12. HR Metrics & Analytics But compliance doesn't stop there. It's also about measuring what matters 📉 - Turnover Rate  - Retention Rate  - Terminations  - Time-to-Fill  - Yield Ratio  - Offer Acceptance Rate  - First-Year Attrition Rate  - Cost-per-Hire  - Revenue-per-Employee  - Predictive Analytics  - Flight Risk  - Predictive Modeling Remember: Compliance isn't a burden. It's an opportunity. 🌟 What else would you add to this list? Let us know in the comments. 👇 

6 game-changing tips to craft skill-focused job descriptions 🚀 Here's how to write job descriptions that truly matter: 1. Emphasize required skills over credentials  ➟ Focus on what they can do, not just what they've studied 2. Highlight both technical and soft skills  ➟ Because great employees need both to excel 3. Make key skills stand out  ➟ Don't bury the lead. Show what matters most. 4. Separate essential from preferred skills  ➟ Be clear about must-haves vs. nice-to-haves 5. Use clear, engaging language  ➟ Speak to your candidates, not at them 6. Describe skill contribution to organizational goals  ➟ Show how their skills will make a real impact Remember: Skills-based hiring isn't just a trend. 📈 It's the future of building high-performing teams. Ready to transform your hiring process? Start with your job descriptions today. 📝 What other tips would you add for writing skill-focused job posts? 🤔 Are your job postings attracting the right talent? It's time to shift focus from credentials to skills. 💪

Diversity isn't just a buzzword. It's a competitive edge. But here's the thing: 🚫 Traditional hiring? It's holding you back. Want to truly foster diversity? Skills-based hiring is your secret weapon. Here's why it works: ➟ It focuses on what matters: skills ➟ It opens doors for unconventional talent ➟ It reduces unconscious bias 6 best practices to make it happen: 1. Focus on abilities, not background 2. Create diverse hiring panels 3. Use inclusive language in ALL communications 4. Offer skills-based training to internal candidates 5. Implement blind resume reviews 6. Track and analyze diversity metrics But knowing isn't enough. Doing is everything. 4 tips to implement TODAY: 1️⃣ Revise job descriptions to emphasize skills over credentials 2️⃣ Train recruiters on inclusive language and bias reduction 3️⃣ Ensure hiring panels represent diverse perspectives 4️⃣ Develop internal talent through targeted skill development programs Remember: Diversity isn't just about who you hire. It's about how you hire. It's not just the right thing to do. It's the smart thing to do.💡 What's your experience with skills-based hiring? Share below! 👇

👋 Say hello to Muneeb, one of our star Customer Success Representatives!⁠ ⁠ Muneeb joined TestGorilla driven by our mission to place 1 billion people in their dream jobs through skills-based hiring, ensuring everyone gets a fair shot.⁠ ⁠ As a member of our Customer Support team, he plays a pivotal role in ensuring candidates have a superb experience using our platform.⁠ ⁠ Want to join our fully remote team and work with amazing people like Muneeb? Then check out our careers page.⁠ ⁠ We'd love to hear from you! 🦍 ❤️ ⁠ #MeetTheTeam #LifeAtTestGorilla #JoinUs #Careers #Hiring

How to set OKRs (Objectives and Key Results) for your HR team📊 Why HR needs OKRs: - Align people strategy with business goals - Drive measurable impact - Boost employee engagement - Accelerate talent development Examples: 1. Objective: Create a workplace people love 💖 Key Results: ➟ Increase eNPS score by 20% ➟ Reduce voluntary turnover by 15% ➟ Boost participation in company events by 30% 2. Objective: Become a talent magnet 🧲 Key Results: ➟ Decrease time-to-hire by 25% ➟ Improve offer acceptance rate to 90% ➟ Increase diversity in new hires by 20% 3. Objective: Build a culture of continuous growth 📚 Key Results: ➟ Achieve 100% completion of individual development plans ➟ Launch 5 new upskilling programs ➟ Increase internal promotions by 25% 4. Objective: Drive high performance across the org 🏆 Key Results: ➟ Implement quarterly check-ins for 100% of employees ➟ Increase goal achievement rate to 85% ➟ Reduce performance improvement plans by 30% 5. Objective: Create a healthier, happier workforce 🧘♀️ Key Results: ➟ Decrease stress-related absenteeism by 20% ➟ Achieve 80% participation in wellness programs ➟ Improve work-life balance satisfaction score by 15% What HR OKRs would you add to this list? Share your thoughts below! 👇

Hiring managers, it’s time to rethink the “pipeline problem”. ✍️ In this context, "pipeline" has been used as an excuse to: 1. Justify homogenous teams 2. Underinvest in development 3. Continue biased hiring The truth is, there's an abundance of skilled talent from non-traditional backgrounds. 🌈 Instead, you should prioritize hiring practices built on: - Competencies - Attitude - Inclusion And ensuring everyone gets an unbiased chance to showcase their skills. Agree? Disagree? Let us know in the comments. 👇