News Highlights
More Newsletters
The Article topics are listed below. Please click on the title to read the full newsletter articles.
 Hire Learning; issue 1002
- ONLINE RESUMES CHALLENGE EEOC RULES
- NEW E-EMPLOYMENT CENTER
- POTENTIAL PITFALLS OF CRIMINAL BACKGROUND CHECKS
Hire Learning; issue 702
- Personality Testing Cost Effectiveness
- Another Ruling Limits ADA
- Workers Braced to Bolt
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Articles
Summary listed here. Please click on the title or graphic to link to the full article.
Not only do tests aid the initial hiring process, but they provide a method to help existing employees learn how to use their talents more effectively.
A Harvard Business Review article reported that 80 percent of job failures could be traced directly to mistakes made in the selection process. The hard costs involved in hiring -- advertising, search agency fees, reference checks, start-up and training costs -- are only the tip of the financial iceberg.
By Bill Wagner Winter 2002
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 Too many square pegs in round holes? Personality testing helps match people with the best jobs. Often during the past decade, Tim Burke, CEO of Quest, a technology consulting and management company based in Sacramento, Calif., has had trouble finding the right people for jobs. Although, everyone seemed qualified when hired, he says, the company "had a number of misfits consistently, and that bothered us. Some of our biggest challenges have been when we've hired a person who is not right for the job."
HR Magazine; By Steve Bates
Copyright © 2002, Society for Human Resource Management
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With the workplace filled with violence, drugs and theft, it is more critical than ever that in-depth background checks be required for prospective employees. There are 10 types of reporting information that you should consider when examining an individual's past work and personal life history.
Employment Management, Fall 1999, Edward Niam
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Existing employees can be the greatest source of information about the turnover within the organization. By analyzing the personality traits that currently exist among high performers, you can draw a clearer picture of the types of candidates to select for all job openings.
Employment Management, Fall 1999, R. Wendell Williams, Ph.D.
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