Most jobs require applicants to provide references or referees in the form of former employers who can be called to ask about how the applicant performed in previous roles. Whilst referee checks are very common, there is evidence to show that they do not predict job performance very well and can in fact be highly misleading.
11 Apr 2011
It's a reality that incompetent accounting staff can virtually destroy a business.
Accounting practices have evolved over the last decade due to unprecedented market pressures including commodity-based pricing and increasing costs from training, technology, and litigation (Eilifsen, Knechel & Wallage, 2001). A number of accounting scandals in the early 2000’s (e.g. Arthur Andersen...
26 Oct 2010
Recruitment & Pre-Employment Selection Testing
By using the intuitive method of psychometric testing during pre-employment screening processes, companies are hitting a home run the first time they hire someone. Selective testing is "intuitive", because it assesses job candidates beyond the normal interview questions, extracting information about the candidate through various kinds...
13 Jul 2010
Graduate recruitment requires both adequate planning and the appropriate tools. With tens of thousands of students graduating from universities every year, businesses can experience difficulty in finding the right individual with the skills, ability and determination to fit the requirements of their graduate plans.
Thousands of national and international businesses around the world ha...
21 Jan 2008
An independent study investigating the relation of the "Big Five" personality dimensions (Openness to Experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled) is summarised below....