Wayne, PA (PRWEB) December 17, 2009

SkillSurvey, Inc. (http://www.skillsurvey.com) has introduced a new capability within its Pre-Hire 360® reference assessment software — the ability to dynamically compare multiple job candidates across a variety of behaviors. The Candidate Comparison Report enables side-by-side comparisons for up to 20 candidates in a composite view that assists with qualifying candidates early in the selection process.

The Candidate Comparison Report will be included as a core component of SkillSurvey’s Pre-Hire 360® enterprise software solution, which gathers feedback from a candidate’s work references using a behaviorally-based questionnaire. Each of the 100+ available assessment surveys covers behaviors and skills that correlate to success in a given job category. The results for each individual candidate can now be compared with those of other candidates in the Candidate Comparison Report.

“Being able to compare and contrast the skills and behaviors of multiple candidates, as measured by their references, changes the dynamics of the whole selection process,” claims Ray Bixler, CEO of SkillSurvey. “Because you can rank order candidates on a range of behaviors, the information becomes most valuable before the candidate interview.    Companies can use the Candidate Comparison Report as a screening device to reduce the number of candidates they choose to interview, thus saving time and travel costs. And, they can use it to guide the direction of the interview itself to ensure that recruiters or hiring managers explore anything of concern that comes to light in the assessments.”

Data within the Candidate Comparison Report are presented in color-coded dashboards that have instant impact and meaning. The dimensions include:

    Overall Score: the composite score on all survey behavior questions for each candidate
    Summary Ratings for Competency Clusters: the results by candidate on questions that collectively make up a competency set such as “Interpersonal Skills” for example.
    Level of Agreement between References: the variability in raters’ scores for each of the selected candidates
    Response Rates: candidate turnaround time on inputting reference contact information and reference turnaround time in completing the online survey
“The Candidate Comparison Report builds on our mission of providing recruiters and hiring managers with candid behavioral feedback that empowers them to make better hiring decisions,” continues Bixler. “Additionally, our use of a consistent methodology across all candidates delivers an objective analysis that is always audit ready. These two features alone will serve to elevate the value of the recruitment function to the rest of the organization.”

About SkillSurvey:

SkillSurvey is the leading provider of online reference assessment solutions that increase quality of hire and improve recruiting efficiency. Using SkillSurvey, organizations improve the quantity and quality of information they collect regarding a candidate’s past work performance, providing better information to recruiters and hiring managers as they make decisions on new hires. SkillSurvey also significantly reduces time and money spent on reference checking. This breakthrough, patent-pending approach to reference assessments is based on over 25 years of research in job competency modeling. More information is available at http://www.skillsurvey.com.

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Best answer:

Answer by Beautiful Blonde
both.

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NewHire Recruiting Software helps hundreds of small and mid-sized companies find great talent. In this video, you’ll see how easily and objectively you can find the best available talent for your open positoin.
Video Rating: 0 / 5

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School Notes
Butler School District 53 will conduct a free developmental screening of children ages 3 to 5 years old. The screening will take place on Thursday, Oct. 14, 2010 at the Oak Brook Park District, 1450 Forest Gate Road, Oak Brook.
Read more on The Doings Western Springs

News in brief
Troop 440 Eagle Scout candidate organizes blood drive and health fair
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Employers: How to use candidate screening access with ResumeGPS
Video Rating: 5 / 5

From Monday, August 24th
Video Rating: 0 / 5

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Best answer:

Answer by R M
It is required to join the armed services as well as many other jobs, and they are JOB APPLICANTS.

I got it Julian and my answer is yes. Employers test and do what they will with the info, if it’s good enough for our boys in blue it’s d/#*well good enough for them.

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Best answer:

Answer by bad news
“i said thanks but no thanks to the bridge to nowhere”

Mr. News

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Video is being used in Employment Applications in basically two categories:

1. Employer Branding Videos, wherein the employer company and its hiring managers are video taped evangelizing the company and/or the job and those videos are either placed on the company’s home page, or their career page (where their job listings appear) or are sent out in email campaigns or pushed out to YouTube and that YouTube link is used in email campaigns for hiring purposes.

2. Candidate Videos, which actually fall into two sub-categories:

a. VIDEO RESUMES which are canned, pre-taped videos of the job seeker basically speaking their resume… talking through the chronology of what they have done and why they are a good employee. Examples are InterviewClips and VideoResume.  Neither of these are a Total Candidate Profile™ containing rich content data representing all aspects of a candidate’s asset value.

b. VIDEO INTERVIEWS which are either canned or live/interactive, but include one or more formal interview questions chosen by the employer, and answered on video tape (either via webcam or family video camera or by a professional videographer). One example is HireVue.  Another is GreenJobInterview.

Video technology for the employment market is in its “first phase”, just as the written resume had a first phase and evolved to a digitized form. In the very near future, video will become just a part of a Total Candidate Profile™   that will be submitted for employment purposes rather than just a resume. These profiles will include readily available due diligence (data and media) about job candidates that can be grabbed from the web or input directly by the candidate themselves. For instance, InterviewStudio allows a job candidate to build a total online profile of himself that combines the traditional resume, his endorsements by former managers or co-workers, the results of a professional assessment test he has taken online, his LinkedIn or other social network links, his portfolio documents, and links to whatever Google or Yahoo or Zoominfo might present about him.

Gartner and other analysts call these new profiling software tools “mashups” since they mash together a lot of leading edge technology in one product or tool so that huge strides in time-and-dollar savings can be made with these combinations.

We call this a Total Candidate Profile™ and we believe they will become the standard in hiring and recruiting since they provide the employer or recruiting agency much more due diligence about a job candidate upfront, without the long drawn out iterative process that usually takes up to 90 days to seek this information online or schedule the job seeker to provide. In fact, a professional comprehensive profile can save recruiting departments from 2 to 6 weeks in the hiring process since they actually change the process that needs to happen: you may no longer need a phone screen or even a first face-to-face interview by a recruiter.

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Imagine the time you could save by cutting out the phone screens and first interview rounds using a tool like InterviewStudio for your candidate screening.

Yes, it takes a few minutes to screen a candidate this way instead of just looking for keywords on a resume, but what a rich set of due diligence data you now have at your fingertips with which to make quality decisions!

And taking a few more minutes of a recruiter’s time is well worth the weeks’  or even months’ worth of time and money savings to the employer.

The ultimate tool in Candidate Screening .  InterviewStudio.

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