Uncovering Top Talent: The Power of Assessments in Recruiting
Having a rigorous assessment strategy is key to evaluating and selecting the right candidates for the right roles. Talent assessments help organizations evaluate candidates' skills, competencies, cultural fit and potential for future growth—enabling employers to make informed hiring decisions that support both their current talent needs and their long-term workforce goals. In this edition of Talking Talent, we explore how an effective talent assessment strategy can elevate your talent acquisition process, improve quality of hire, facilitate better workforce planning and ultimately drive organizational success.
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Reimaging Talent Assessment: A Digital-First Platform for Smarter and More Streamlined Talent Acquisition
In today’s dynamic talent environment, the difference between securing top talent and losing them to your competition often comes down to one factor: speed. PeopleScout’s One Experience Assessment (1XP) is a digital-first platform designed to innovate the way talent is evaluated and is changing the game by simplifying the recruitment journey. By merging multiple talent assessment stages into one efficient experience, 1XP boosts efficiency, improves candidate quality and enhances retention.
Case Study: Creating a Values-Based Interview Framework for More Equitable Hiring
This UK airport wanted to create a more standardized process for interviews that was grounded in their organizational values. See how PeopleScout’s Assessment Design team created a values-based interview framework to support hiring for six levels of seniority—from entry level to director.
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Skills-Based Hiring: Could it be the Solution to Your Recruitment Challenges?
Skills-based hiring has emerged as a strategy to expand access to talent while fueling business performance by matching candidates based on their current, demonstrated skills instead of their degree or previous job titles. Here, we explore what skills-based hiring entails, why more employers are embracing it and how you can get started.
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2moAssessments don't attract candidates, as the first sentence claims. Some assessments do nothing but identify bias to eliminate them from consideration (not sure what you mean by "values based interview framework). If that's what you've created, then tell me - who is the model or example of the values you are seeking - because life experiences, regions of the country/world have unique values, age groups have varying values, and even an individual's career ambitions will vary from person to person so the values associated with them will vary.