How To Use Assessments Without Alienating Applicants

In my previous post, I talked about how to make your applications more convenient for applicants. This included discussing the length of the overall application from the candidates’ perspective from the general application to any assessments they may have to complete. Hint: it should not be too long. I said I would talk more about screening and assessments, the things that make the process more convenient for you. Now that time has come. Don’ts Obviously, screening is going to vary depending on each job, but there are some basic things that are agreed upon. You DO NOT screen out individuals […]

Continue reading...

Interview Better with This Trick

How can you make the best impression in an interview? If you are the interviewer, you probably want to make a good impression as part of your employer branding strategy. A positive impression can convince the best candidates to accept an offer from you, and not someone else. And of course, if you are being interviewed, making a good impression will probably help to get you an offer.   What influences people’s impressions? A group of researchers recently studied factors that can influence people’s impressions of you. They confirmed a few things that seem fairly obvious: Personality makes a difference—we […]

Continue reading...

The Best of 2016: Most Popular Cangrade Articles

Let’s take a look back at the best Cangrade articles from 2016. For the purposes of this list, “best” just means “most popular.” These are the most viewed articles, month by month. (Just click each title if you want to read the full article).   January: Personality Types Don’t Exist Some of the most popular assessments claim that people have distinct personality types, and that you can take the assessment to find out yours. They also claim to provide information that can teach you something important about yourself and the people around you. But there is no evidence that any […]

Continue reading...

4 Things For A Better Job Post

As some of you may know this is the first in a series of posts about different ways you can improve the application process for your company and better compete for candidates. I wrote a brief introduction describing how tedious this process can be if you would like to go back and read it. But honestly, I don’t really have to tell anyone what a pain it is to apply to a job because we ALL know.   This entry is going to focus on the job post, the first real moment a candidate comes across the position and likely your […]

Continue reading...

The Outcome Bias: 3 Tips to Avoid It

The outcome bias is a tendency to judge people based on outcomes (rather than their intentions). What’s wrong with that? After all, results do matter. But if we ignore people’s intentions, it undermines the ability to make fair decisions—especially to encourage ethical behavior and discourage unethical behavior.   We’ve already discussed some disturbing trends, such as how focusing too much on goals can damage organizations, and how some job postings attract psychopaths. (We even have a brief personality quiz if you want to find out how Machiavellian you are, and learn about some common misconceptions.)   But we haven’t discussed […]

Continue reading...