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Hire smarter not harder. We bring you the best advice and guides on talent assessments, skills-based hiring technology, and remote work.
Top 5 alternatives to Enneagram assessment: Best personality tests for hiring
When hiring, personality tests can help you uncover how candidates might perform in the workplace, collaborate with your existing team, and more. The Enneagram is one personality test often used to explore motivations and emotional drivers, but it may not fully address other important traits for workplace success. For a broader understanding of candidates, you’ll want to consider alternatives to the Enneagram. Not sure where to start? We’ll lend a hand. This guide highlights five alternative p
Employee value proposition: What it is & when you need one
What’s the best way to incentivize productivity and promote your brand? Is it compensation? A good work-life balance? Upskilling employees with skills assessments? As an HR professional, you may already know that these compensation factors are some of the key parts of an employee value proposition (EVP). But what other factors should yours include, and how do you go about writing one? Are there any common pitfalls to avoid? In this article, we explore exactly what to include in an EVP, provide s
Top 5 alternatives to the 16 Personalities test: Best personality tests for work
Personality testing is great for understanding how people work, communicate, and fit into a team. The 16 Personalities test is a popular choice for this, but it might not capture everything you need to know for workplace success. To give you deeper insights into your candidates (and current employees), this guide explores five alternatives to the 16 Personalities test. These offer fresh perspectives on behavior, values, and job satisfaction, and we’ll show you how each fits different work scena
Is a “covering culture” sabotaging your employees’ wellbeing?
– “I edit the way I talk and act around my coworkers so as to make myself appear ‘less gay.’” – “As a Black woman, I don’t want to be seen hanging out with a group of only Black women. It would seem 'too Black' if we were all seen together.” – “I don’t want people to know I was poor growing up, so I try not to talk about my childhood at work.” [1] The above quotes collected by Deloitte reflect employees’ experience of “covering” – or downplaying their true selves – in the workplace. Covering c
Top 5 alternatives to the DISC assessment
Personality and motivation are multi-faceted, and no one workplace personality test can cover everything you need to know about a candidate or employee. While the DISC assessment has long been a staple of workplace psychometrics, it may not be the right test for your particular needs. In this article, we explore five alternatives to the DISC assessment, when to use them, and how they can help you build a winning team. Let’s dive in!
How to conduct an online coding interview and assess developers
Online coding interviews are a convenient and cost-effective way to test your developer candidates—especially for remote roles. But without the right preparation, these interviews won’t give you the full picture of your candidates’ abilities. You’re making a decision that could impact your entire development team. The right hire means better productivity, innovation, and team cohesion, whereas the wrong choice can mean poor code quality, costly delays, and a demoralized team. So, how do you c
Top 4 alternatives to CCAT
Cognitive aptitude tests are useful for measuring how well candidates can use critical thinking skills to solve problems and learn new information. Employers use them to predict job performance, especially in roles requiring strong analytical skills. The Criteria Cognitive Aptitude Test (CCAT) is one of the go-to choices for many companies. It’s useful for a quick snapshot of candidates’ cognitive abilities. However, its one-size-fits-all approach can make it too broad for evaluating key skills
Abstract reasoning: Why it matters, and how to test for it
In a working world that’s becoming more digitized and data-driven by the day, the need for people who can work with abstract concepts like numbers, data, and software is greater than ever. But why are some people really comfortable working with abstractions, and others are left scratching their heads? It all comes down to abstract reasoning. In this article, we explain what abstract reasoning is, why it’s crucial for businesses, which jobs need it most, and evidence-based ways to test candidat
Top 6 alternatives to the Myers-Briggs test
Many hirers know and use the Myers-Briggs test (aka the MBTI, the Myers-Briggs Type Indicator), a decades-old staple in personality testing. But sticking to just one test limits insights into candidates – a big no-no for recruiting efforts. Beyond Myers-Briggs, there are more (and better) ways to test a candidate’s personality. Below, we break down 6 top alternatives to the Myers-Briggs test – including how they work, what they test for, and when to use them. Key takeaways Use Big 5 (OCEAN) for
How ghost jobs kill successful hiring
Ghost jobs – job postings for roles that don’t exist – are on the rise. While many employers think they’re just gathering market intel or staying relevant, ghost jobs can seriously backfire. They not only shake candidates’ trust in fair hiring practices but can also damage your company’s reputation and employer brand. We get it – the market is tough, and you want to stay competitive. But posting ghost jobs is risky business. In this article, we dive deep into ghost jobs and their dangers for em
Implementation manager job description template: Everything you need to include
Implementation managers are responsible for getting a project or system up and running. They bring teams together, manage timelines, and solve problems during the process. Writing a clear job description for this role can be tough because your ideal candidate needs so many skills for implementing a new process – from technical skills to project management to teamwork. How can your job description detail everything you need without overwhelming and deterring potential applicants? Don't worry –
Top 6 alternatives to a CPI assessment
The California Psychological Inventory (CPI) has been a staple personality assessment for hiring managers since its inception in 1956, but it's far from the only option. The field of personality testing has expanded significantly, offering a variety of tools that provide deep insights into candidates' motivations, work styles, and potential cultural impact. With so many options available, choosing the right test(s) for your hiring needs can be challenging. This guide breaks down six powerful alt
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