geek evaluation

Hiring made easy in 3 simple steps - Test, Assess and Decide

A person who is just beginning to settle in a new job or someone who has already been in the same job for an extended period of time, usually drive for   (or at least should) for the same thing: a good stand/position in the company in order to gain positive experience for a future job or promotion. While this is not difficult to judge, but succeeding in a position can boil down to a couple of essential variables that an employee can completely control if he chooses to:

a)      The Work Attitude or Behavior

b)      Genuine Interest in Work

c)      Knowledge of the position

While the first two remain, by and large a bit difficult to alter depending on the work environment, the underneath meaning remains that, if the person is professional enough then he/she should be able to work in any environment. Professionalism is defined in different ways in every company and companies at large spend a sizable amount in the skill assessment of potential employees before taking them on board. Read more…

Many companies do not realize the amount of money wasted on people that turn out to be non-performers in the company. While most companies have felt the economic crunch, others are still trying to keep upbeat about it. It becomes then really important to be able to recognize  those who are hard workers, and from those who are only costing money to the organization. Although an early step of identification is to weed out wrong hires during their skill assessment, but many a times due to reasons such as lack of judgment, lack of proper skill evaluation etc. companies’ end up hiring the wrong candidate. There are many reasons why eliminating  non-performers in your business would turn out to be a smart business move.

Reasons why not to keep Non-Performers in the Company:

1. They Cause Unworthy Customer Service- A non-performer generally brings in  a wrong attitude towards your business and work in general. If you have a non performer at work, their attitude will ultimately show up on your client. These are the kind of people who do not want to do anything to help the company and are not impelled or inclined to provide a good customer service. You client would naturally not like to deal with someone who is not catering to its needs, and as a business owner you must address these issues before you lose your precious clientele towards competition Read more…

Make no mistake about it, any companies hiring decisions make or break its business. What companies often overlook while making a wrong hire is the cost of: training time, management time and workforce productivity losses which ultimately leads to loss of company morale, employee productivity and its sales. Elementary to building a business with top resources, is implementing a hiring process that attracts the right people ; screens and evaluates candidates who have the right attitude and engages them to come on board ready to hit on the company’s challenges.

Companies with specific goals and mission require a strategic Talent Acquisition plan tailored with a carefully defined ‘New employee selection process’ to get them where they wish to reach. Business leaders of these organizations know that the success of their organization depends on the quality of their people inside. Hence, a conscious hiring process takes into account for this very purpose. Read more…

How many excellent managers, doctors, salesmen, secretaries, cleaners, cooks or designers do you know? I bet very, very few. It’s damn hard to find a good worker, of any kind. Since being in the recruitment field it puzzles me a lot: why only few people are becoming true dedicated professionals in their area? Why are so many just mediocre performers?

Can it be that mostly people are just in the wrong jobs? And if it is so then why are they not trying to find the right one? Can it be that for some people it is just not important?

Based on my personal experiences and observations, I think the lack of drive in employees varies depending on individual circumstances that can range from burnout to “it’s just a job” attitudes. The rationale can include psychological reasons that hold back that many, which includes: “Show me the money (no real loyalty), no matter how hard I work, I will never get a promotion”; “It’s not what you know, but who you know, the economy is gone to hell and a hand basket, I have no passion for what I do” Read more…

A job interview is a process in which a job applicant is evaluated by an employer or an employer’s representative in recruitment. It is preceded by the hiring decision, and it is used to evaluate a candidate based on his responses from the interviewer’s questions.

There are various tips available for the job applicant: career-oriented magazines, training and workshops, school programs, job portal sites on the Internet, and even on broadcast media. They all provide irrefutable tips for you to ace the job interview, and eventually snag that coveted job position.

A good job interviewer (recruiting officer) assesses a job applicant during an interview with an aide of an evaluation form. The evaluation form is filled out by the recruiting officer and grade you accordingly based on your disposition. Here are the common contents of a job interview evaluation form: appearance; goals, career objectives and perception of self; qualifications for the job; decision-making and problem solving skills; job expectations; job knowledge; confidence; academic performance; previous employment performances; technical, creative, and managerial skills; and the most important of all, conversation.

You may have had all the A+ in your scholastic records, but when you differ to relating to people and conversing with them, it would not do anything good for you in finding a job. What you must remember is that recruiting officers, me included, is that companies look for employees that are interactive, assertive or aggressive. So when faced with a recruiting officer in a job interview the best advice I can give you is to be confident in making a conversation.

A recruiting officer evaluates your conversation with him based on the flow of conversation, the depth of it, your diction, grammar, as well as your opinions and ideas. One of the many talents of a recruiter is to sift the good applicants from the bad based on how you say things and say about things. It is how a recruiting officer discover your personality if it is right for the job responsibilities the job entails and how fit you are to do the job.

Again, the almost best job interview advice I can give you – that is worth as same as hard work – is bank on your communication skills, be confident in making a conversation. After all, a job interview is a conversation not a one-way discussion.

Professional certification or designation is earned by a person to assure qualification to perform a job or task. Almost all certifications used are on acronyms indicating an earned privilege from a professional or governing body acting to safeguard the public interest.

There are three types of professional certifications applied to different working industries from accountancy to computers, to healthcare, and even to the Internet: corporate certifications, product-specific, and profession-wide.

1. Corporate certifications are given by companies to their employees usually on a program that the company has set up. For example: a company had a training course for sales or Java development. One of the advantages of having a certificate from the company is that you can use it when you are looking for another job. It gives you an edge because it shall reflect that you have a knack for learning. For example: Google-certified Adwords Associate.
2. Product-specific certifications, on the other hand, are intended to be referenced to an information technology product like a software or hardware. For example: networking specialist or IT professionals would want to receive their CISCO career certification.
3. Lastly, the most general type of certification is profession-wide. This kind of certification has qualifying exams to take (i.e. licensure exams), and years of learning to achieve it. This certification is something not to magic out of thin air. It is governed by an authority varying to different fields. For example: certified public accountant.

Profession-wide certifications adds value to anyone’s name, but such prefix or suffix to your name is not at all easy to receive. For instance: Atty. John Doe; Jane Doe, CPA; Engr. John Doe; Arch. Jane Doe; Dr. John Doe; and Jane Doe, MBA. These titles are worth everything; hard work and resources.

FOR IMMEDIATE RELEASE:

Geek Evaluation: New Online Assessment Tests and Website Revamp

September 24, 2005 — Geek Evaluation, a premier provider of online aptitude tests and pre-hiring screening tests has announced that at the following weeks, new skill tests will be included in their repository of online assessment tests.

“We have received a great response during our research phase to include not just technical test units, but also cognitive and conceptual questionnaires, and quizzes for search engine optimization (SEO), search engine marketing (SEM) and social media marketing (Dorie E., Relationship Manager).”

Following the addition of new questionnaires to the tests’ bank, Geek Evaluation will also be revamping its website content and web design to attract not just recruitment and staffing companies and talent management firms, but also privately-held companies offshore. This is the goal of the entire Geek Evaluation team: to further expand their market oversees.

To learn more about Geek Evalutation, please visit www.geekevaluation.com or send email here

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Contact:
Dorie Escusa
Relationship Manager
http://www.geekevaluation.com

I am not Nostradamus, but I predict that there will be a shortage of skilled workers in the coming years due to the surgence of telecommuting jobs. I predict that more and more will engage in freelancing or consultancy. I predict that younger workers will be promoted faster than the seniors. I predict that soon there shall be employment scarcity if companies continue to disregard the importance of talent in their workers.

The most important company resource, that is overlooked by non-human resource people is talent. I have to admit, most companies, especially the traditional ones does not really prioritize it, thereby leaving it to the hands of the human resource department. If  such companies continuously fail to notice talent – that smart, sophisticated, business-minded employee with a knack for technology, globally astute, and operationally agile person – companies will likely suffer its productivity.

You being a successful company maybe attractive to your clients but doesn’t convey the same thing as to your employees, how much of that success are you ready to share with the people who are helping you to achieve it. Companies should start branding themselves not as an “employer of choice” because they give excellent fringe benefits or because other companies sees it as such, but because they are a company dedicated to satisfy workers’ expectation and committed to uphold continuous learning in the workplace, work-life balance, personally-fulfilling roles, fair management, innovative rewards and recognition programs.

Geek Evaluation identifies strategies for motivating and retaining top talent at the present time. Dorie Escusa, Relationship Manager for Geek Evaluation suggests the following tactics in motivating (and retaining) top talents in a company : Create a “sense of purpose” – Engagement and retention improves when people understand how they connect to the “Big Picture” and how they make a difference; Provide meaningful work – Allowing people to do what they do best and make a significant contribution is key to engagement and retention; Solicit ideas – Involvement in decisions gives people a sense of control in uncertain times, shows them their opinions matter, and improves decision acceptance; Let people know where they stand – Setting tough but realistic goals is motivating even in a tough environment; and Enhance trust and communication – Trust is built when leaders improve credibility by being candid, demonstrate reliability by ensuring their actions are consistent with business objectives and values, and and are accessible.

Escusa also offers the following guidelines for the involvement of HR in employee goal setting:

1. Know the goals – HR should be involved when senior managers plan annual goals to be aware of underlying issues and challenges.
2. Get buy-in – The executive team should support HR’s efforts to align goals and help communicate the importance of the program.
3. Cascade goals – Once goals are set at the top of the organization, they should work their way down to all employees.
4. Ensure consistency – As goals are established further down the organization, HR can assist by creating standards and monitoring consistency.
5. Hold everyone accountable – Managers should ensure goals are measurable with specific deadlines and then hold employees accountable.
6. Reinforce through development – Ensure that employees have skills and tools to achieve established goals using development plans monitored by HR.
7. Work the gaps – Managers can work with employees individually. HR should identify gaps in organizational provision and address issues proactively with the Learning team.
8. Encourage year-long communication – Initial goals may be agreed but paid no further attention. Sending reminders to update goals is one way for HR to encourage a culture of frequent manager/employee communication.
9. Monitor compliance – Managers should monitor progress and completion of employee goals HR should review overall process and report to executives and department heads.
10. Measure twice, cut once – Goals should be a major component of a company’s annual performance appraisal where employees are measured and held accountable.

The prevalence of social networking online has paved way for other websites to create a specific networking niche just LinkedIn, a networking portal specifically targeting business and career-oriented people, as well as job hunters, which influenced a great number of people in terms of promoting companies, products, and services on the Internet.

LinkedIn for Job Hunters
LinkedIn can offer you more and better features than other job-searching sites by allowing you to create an online resume and find jobs online with its advanced research tool.

LinkedIn for Businesses and Marketing
LinkedIn enables you to create company profiles, online e-mail address book and professional marketing brochure. It is also an excellent tool when generating leads for your marketing and expand business network by adding profiles from the same industry. It also serves beneficial for recruitment officers when screening applicants as LinkedIn profiles provide instant recommendations or character references, and find potential candidates online using the search query tool found onpage.

Make the most out of LinkedIN features that you might be interested with.
Aside from keeping in touch with friends and colleagues, LinkedIn added features to increase interactivity between users: reading list application courtesy of Amazon, blog posting courtesy of Wordpress, join or create groups, participate in group discussions, and invite friends, family, colleagues, vendors and suppliers.

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Geek Evaluation took advantage of LinkedIn’s features to promote business online by creating a profile and participate in activities inside the website. Visit Geek Evaluation’s LinkedIn profile at http://www.linkedin.com/in/SkillAssessment