{"id":12682,"date":"2016-10-05T10:46:21","date_gmt":"2016-10-05T10:46:21","guid":{"rendered":"http:\/\/www.gradrr.co.za\/?page_id=12682"},"modified":"2023-01-04T17:33:34","modified_gmt":"2023-01-04T17:33:34","slug":"hr-recruitment","status":"publish","type":"page","link":"http:\/\/www.gradrr.co.za\/?page_id=12682","title":{"rendered":"HR & Recruitment"},"content":{"rendered":"
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For any organization involved in recruitment<\/strong>, such as recruitment firms or company human resources departments, easily and automatically assessing candidates, on all fields of competencies, is a particular challenge.\u00a0 All too often this is not done, and competency tests are very important for higher paying, more senior posts.\u00a0 As more and more candidates are available in the talent pool, the burden of adequately assessing competent candidates significantly increases.<\/p>\n<\/blockquote>\n

Recruitment Scenario Example:<\/h4>\n

Human Resources personnel, increase overall business talent and staff loyalty levels with the use of a paper based assessment tool called: Gradrr.<\/p>\n

The human resources personnel face a very challenging task of staffing the organization with the candidates that have the correct business fit across a number of aspects.<\/p>\n

Candidates must possess the correct education, experience, and have a personality and motivation aligned with the role in order to meet the organizational needs.\u00a0 However, the modern talent-pool, means that there will either be too many available candidates or too few (possessing rare industry experience for example).<\/p>\n

This leads the recruiter with the burden of determining from a large pool of candidates, or from a very small number of expensive candidates, the ideal match (or best match) for the organization. In both cases, incorrectly determining a candidate is very expensive. If a recruitment service is used, often they lack the financial incentive for the long term employment of new staff, and will fall into the same trap that many company recruiters fall into:<\/p>\n

TRAP: Overvaluing STATED ABILITY over PERFORMED ABILITY. For all aspects of human ability and intelligence, there are essentially two types of measures:<\/strong><\/p>\n

STATED<\/h4>\n

This is what someone says about themselves, or what a certifier says about someone. This is the CV or Resume of most candidates. This document tells you what I say I can do or know. Since this is obviously a poor measure, most people provide noted references, so the claim in the resume can (to some degree) be verified by an independent third party.\u00a0\u00a0 While this is the most common way for candidates to earn a second or third interview, it says nothing about ability.<\/p>\n

PERFORMED<\/h4>\n

This is when a candidate is faced with a scenario where he must perform a demonstration of ability or knowledge. This is an assessment.\u00a0 Without a test, the hiring company is essentially blind to the actual ability of any candidate.\u00a0 Gradrr allows for a simple paper based test to be performed for each and every candidate. This will ensure that only PERFORMED ABILITY candidates are progressed through the hiring process, and regardless of stated ability, only those candidates with competence are considered.<\/p>\n

Since only candidates with competence are selected, more staff will be loyal, since they will be fully able to face the demands of their position, and colleagues and team mates will enjoy an overall increase in staff competence.<\/span><\/strong><\/p>\n

Not to mention the benefits of internal upskilling and training or regulatory training requirements, every human resources department needs to invest in paper-based automatic assessment, every company needs Gradrr.<\/span><\/strong><\/p>\n

RECRUITERS’S LOVE IT!<\/strong><\/span><\/p>\n

The low cost of a paper based assessment, means that no computer testing center is needed, and that thousands of candidates can be automatically assessed and graded with ease.<\/p>\n","protected":false},"excerpt":{"rendered":"

For any organization involved in recruitment, such as recruitment firms or company human resources departments, easily and automatically assessing candidates, on all fields of competencies, is a particular challenge.\u00a0 All too often this is not done, and competency tests are very important for higher paying, more senior posts.\u00a0 As more and more candidates are available … <\/p>\n

Continue reading “HR & Recruitment”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"class_list":["post-12682","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"http:\/\/www.gradrr.co.za\/index.php?rest_route=\/wp\/v2\/pages\/12682","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/www.gradrr.co.za\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"http:\/\/www.gradrr.co.za\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"http:\/\/www.gradrr.co.za\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/www.gradrr.co.za\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=12682"}],"version-history":[{"count":36,"href":"http:\/\/www.gradrr.co.za\/index.php?rest_route=\/wp\/v2\/pages\/12682\/revisions"}],"predecessor-version":[{"id":12896,"href":"http:\/\/www.gradrr.co.za\/index.php?rest_route=\/wp\/v2\/pages\/12682\/revisions\/12896"}],"wp:attachment":[{"href":"http:\/\/www.gradrr.co.za\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=12682"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}