Vadim Mikhailenko on LinkedIn: How to Pass Timed Number Assessment: The Comprehensive Guide (2025)

A reference is a poor indicator of future performance, while attitude is a very good one. https://lnkd.in/gxk2KN7s

Psychometric tests have become a standardized and scientific method which has been embraced by recruiters to measure an individual’s mental and emotional capabilities. Read on to know more: https://bit.ly/2AaCmNi

Most companies seek employees who are ambitious, reliable, and trustworthy.Assessments can help demonstrate these things...

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In this blog post, I summarize our research findings showing how #selfdeterminationtheory is relevant when completing an online #jobselection assessment. Tristan Borman Patrick Dunlop Future of Work Institute Center for Self-Determination Theory (CSDT)

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Dear network members, here is a nice summary about a research project I was involved with where we used Self-Determination Theory to improve the experiences of completing a forced-choice personality assessment.

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Unlock the secrets of pre-employment tests. Explore their evolution, strategies for success, and future trends in this comprehensive guide.https://lnkd.in/gEuUnHGw

Just a small rant here: Getting that phone call or email stating that you were not chosen due to lack of experience is among the the top reasons which I find very dissapointing.Entry - level candidate may have zero or minimal experience, but could still bring value to your company, such as looking at processes from a different perspective. So why not still give us a chance to show us our capabilities and still contribute to the growth of the company?

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Very nice reminders for all in this article - read it to see how GROSS is defined by one company (lol)!

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The Dead Tree Principle: Why Some Experience Isn't Worth the TimeWhen interviewing candidates with extensive industry experience, it's crucial to discern whether they've truly evolved their skills. I refer to this as the "Dead Tree Principle." When someone claims to have "10 years of experience," they might be repeating the same 1 or 2 years of experience. In other words, they haven't genuinely expanded their capabilities.All industries evolve, and staying static means falling behind. Just like an old tree that appears alive but is internally decaying, professionals who don't update their skills risk becoming obsolete, unable to adapt to new challenges.So, how can you determine if a candidate's experience is robust or just a façade of longevity? Here are key questions to ask:What new skills have you acquired in the last two years?What recent industry or business books have you read, and what insights did you gain?How have you observed the industry change since your career began, and how have you adapted to these changes?These questions can help gauge whether a candidate is continuously growing or coasting on outdated knowledge.

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Personality and aptitude assessments are increasingly being used as a standard part of the recruitment process, becuse they give great results and shiny future especially when AI comes to play. However, I think that this approach should not be seen as a single point of truth, because the interviewer may easyly develop bias and start discriminate pontatial candidate due to the results from such assessments. Such assessments should be used in conjunction with other evaluation and validation mechanisms like background check, behavioral credibility anlyse and other techniques in order to transfer and share the risk of errors with false positive and false negative effects.There are entitites that their business is focused on the oposite point - to prepare candidates to pass successufully such assessments especially for high stake interviews for middle and top management positions. The risk from such candidates becomes iniminent once they pass the front door of the organization and become insider threat from the very beginning.

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