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Would you like to increase your knowledge about relevant, HR-related topics and get updated on our latest statistical studies based on data from our test platform? These articles will give you insight and inspiration regarding recruitment, management and development, that you can implement today.
Research has spoken – these 5 skills are required for the future of management!
What does it really take to be a leader in the future? In a world marked by constant change, digitalization, and an increased focus on
Invest in HR and recruitment – it pays off!
When the HR department is compared with other departments, HR is often measured by employee well-being and satisfaction, while other departments, such as Sales, Marketing,
New EU directive sounds complicated but will benefit HR
Companies affected by the Corporate Sustainability Reporting Directive (CSRD) must comply with the European Sustainability Reporting Standards (ESRS). Yes, it sounds complicated, but look closer
Fairness or failure? How to avoid adverse impact in your recruitment
Adverse what? Adverse impact is a term used to describe the unintended consequences of a recruitment process that unconsciously favours one demographic group over another
Five situations that feed dark traits
Everyone has dark traits and, depending on the situation, these can either be an asset or a liability. We often tend to focus on the
Now we can weed out ruthless employees – but should we?
If you reject all people with dark personality traits, you may end up with a culture that is too considerate, where the ability to make
Our new tool brings dark traits to light
Dark traits can be both beneficial and detrimental to a workplace. And if we are afraid to talk about them, they will often be the
How you can substantiate HR’s business value so that it is taken seriously as part of strategic work?
HR is all about feelings and emotional stuff… If you work in HR, you may have heard comments like this before. Prejudicial as such comments
What do you do if all candidates have a low match score?
Your team has run a recruitment drive with no hitches. You began by prioritising competencies, selecting the 4-6 most important competencies. Based on this prioritisation,
Do you feel that your HR expertise is being ignored? We have the solution for you!
It’s normal for HR professionals to feel that management is more concerned with speed and execution rather than HR expertise. If you want to avoid
A good job analysis, done quickly (Repost)
A good job analysis is absolutely essential to finding the right candidate for the job and avoiding expensive bad hires. It can be difficult to
Do you overlook middle scores? You’ll miss out on important insights.
In the middle scores, insights are more hidden, but they are certainly not insignificant. Find out how to turn a seemingly boring middle score into
How to spot a candidate’s tendency to micromanage
Learn how you can tell from the analysis results whether the candidate has a high tendency to micromanage, and why you shouldn’t always write off
Gain new insights by analysing attributes in combination
When looking at a PTP, there are a multitude of possible combinations at the attribute level. And the individual combinations can lead to important new
Why the manager should always take part in prioritising competences
The manager is an instrumental part of the competence prioritisation because the manager has a unique insight into which competences the future employee must have
Feedback: How to put together the best interview(s)
The feedback session is your opportunity to assess the candidate, and it is important that the interview creates a structure that is fair, gives the
Avoid sharing the Match score during feedback
Sharing the Match score with the candidate can lead to an inappropriate situation where you end up getting a less accurate picture of the candidate,
A good job analysis, done quickly
A good job analysis is absolutely essential to finding the right candidate for the job and avoiding expensive bad hires. It can be difficult to
Why it’s important to use the feedback to understand what drives the candidate’s behaviour
The personality test measures 33 of the candidate’s underlying attributes. The analysis result gives you an insight into the candidate’s basic personal attributes and character
5 steps to ensure best practice in your recruitment process
Structure your recruitment process with 5 simple steps to minimise bias and increase the likelihood of the making the new employee succeed. We have prepared
Use an onboarding template and increase the chances of a successful recruitment
In this newsletter, we provide inspiration for designing an onboarding template that uses the most important insights from People Test Logic and People Test Person to actively contribute to a successful integration of new employees.
Untrustworthy test results?
In about 6% of all personality tests, the candidate’s responses are described as unreliable. When this happens, we generally recommend performing a retest. Learn more about how to assess the credibility of a test and how to correctly set up a retest.
VIRTUAL COMPETENCE PRIORITIZATION
Here’s your new tool that makes it easy to communicate your specific competence needs to the right decision-makers.
Deep level diversity: diversity & inclusion
Diversity and inclusion were the particular areas of focus in our latest statistical study. This article outlines the main points from the study, along with a number of good tips on how you can use functions in People Test Match to examine diversity and identify strengths, weaknesses and potential conflicts in both existing and future teams.
Introducing Matchscore – and what it can mean for your work
Soon, you will gain access to a brand new tool: Matchscore. The new tool provides a more objective assessment of how well candidates match a job profile.
Deep level diversity: generations
The age distribution in the workforce has been changing. With the advent of the youngest generation – the Zs – and the prospect of an ever-increasing retirement age for the oldest – Baby Boomers – there are now as many as four different generations within the job market.
Manipulation of test results
For as long as psychometric test tools have been used for recruitment, one question has been central: Can test results be manipulated?
How to avoid bias in your recruitment
Unscious bias is a collective term for the implicit assumptions and prejudiced attitudes that operate when we examine information and make decisions. Unconscious bias therefore weakens our ability to make informed, rational decisions – and what is even worse is that it happens completely automatically, without us being aware of it.
Dream candidate
What do you do when the dream candidate doesn’t show up? It’s always a good idea to create a job profile, even if no candidates match it. A Matchscore can quickly and easily reveal that none of the candidates match the initial requirements and allow you to ensure a successful recruitment. Here’s our best advice.
How to provide good virtual feedback
One of the most effective weapons against the coronavirus pandemic has proven to be limiting our social contact, both in the private sphere and at work. To keep the pandemic in check, many people have changed the way they normally work.
How to assess the candidate’s credibility
Learn more about how to read People Test Systems’ personality test (PTP) if you want to know more about the candidate’s credibility and integrity.