HireLabs Inc. COO at Human Capital Management 2009
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Friday, July 31, 2009
Wednesday, July 29, 2009
Monday, July 27, 2009
Identifying talent gaps through talent assessment programs
One of the most beneficial aspects of an evidence based talent assessment tool is to identify a candidate’s talent gap in a specific job role. With the range of assessment diagnostic techniques developed at Hirelabs Inc., and experience in internal development processes at our clients’ base, HireLabs can work in a consultative position with your organization to help you identify where talent exists in your organization, and then put in place effective measures to support the rapid development of your employees.
Using talent assessment tools, our team can help you to:
* Establish the key behavioral competencies required for success in your organization, particularly at senior management levels.
* Assess staff to gather evidence of their existing strengths and development needs
* Measure general mental ability
* Assess personality (our research proves that this factor helps to identify job performance, training efficiency and elements of potential)
* Assess employee emotional intelligence
* Start necessary skill/behavioral interventions (leadership development) to help candidates add value to your organization by maximizing their performance potential
Headed by Saleem Qureshi, President & COO, HireLabs Inc. specializes in workforce development tools and processes. Developed at Hirelabs Inc., the core of our product is The Sense System™.
The Hirelabs Holistic Profile Assessment Instrument™ is based on the original Five Factor Model [Tupes, E. C., & Christal, R. E. (1961)]. It aims to exemplify the basic global personality traits of candidates, with consistent review of their performance correlated to scores elaborated in detail in the HireLabs Instrument Report™.
The Leadership Holistic Profile Assessment Instrument™ is based on the 30-Grid Cell structure [David S. Weiss, Vince Molinaro, and Liane Davey, Wiley (October 8, 2007)]. This grid provides the basis for leaders to assess strengths in both the elements of holistic leadership and the capabilities. It can also highlight opportunities for more effective leadership, with consistent review of their performance correlated to scores elaborated in detail in the HireLabs Instrument Report™.
To get started on our Sense™ system, or to experience a live demo at your institution, please contact HireLabs Inc. on +1 (650) 492 5007 or +1 (650) 492 5088.
Tuesday, July 21, 2009
Friday, July 17, 2009
Monday, July 13, 2009
Avoid Regrets
“According to a recent survey from an online payroll provider as reported by Occupational Health & Safety, three out of four small business owners say they have hired at least one employee they later wished they had not, and more than one in ten (12 percent) of small business respondents indicate the hiring mistake resulted in a significant financial loss of over $10,000.”
Now, this is too much, seriously! And if it costs this much to a small business, imagine what the amount would be for big ones. Is there any way to avoid it? Fortunately, yes!
MAKE PRE-EMPLOYMENT TESTING AN ESSENTIAL STEP OF HIRING PROCESS. You would think “only one thing can save you heavens”. Well, if you have doubts see what the experienced ones have to say:
“We used the HireLabs tests to improve the efficiency of our teams."
MediCove, USA
Dr. Alsadek
Of course, the tests have to be followed by all other steps of hiring procedure. The point is: don’t skip the first step! Hiring the wrong person is worse than not hiring as it’s the most regretful thing for any company. So, to avoid regrets, make testing a habit!
HireLabs, a Stanford University based company that specialized in assessment tests and pre-employment screening. With research, we have come up with a product ProfileSense. It lets the employers customize tests and identify the candidates that are a perfect match.
So, "better safe than sorry”: www.hirelabs.com
Now, this is too much, seriously! And if it costs this much to a small business, imagine what the amount would be for big ones. Is there any way to avoid it? Fortunately, yes!
MAKE PRE-EMPLOYMENT TESTING AN ESSENTIAL STEP OF HIRING PROCESS. You would think “only one thing can save you heavens”. Well, if you have doubts see what the experienced ones have to say:
“We used the HireLabs tests to improve the efficiency of our teams."
MediCove, USA
Dr. Alsadek
Of course, the tests have to be followed by all other steps of hiring procedure. The point is: don’t skip the first step! Hiring the wrong person is worse than not hiring as it’s the most regretful thing for any company. So, to avoid regrets, make testing a habit!
HireLabs, a Stanford University based company that specialized in assessment tests and pre-employment screening. With research, we have come up with a product ProfileSense. It lets the employers customize tests and identify the candidates that are a perfect match.
So, "better safe than sorry”: www.hirelabs.com
Should we spend money on assessments?
A question that many recruiters and employers ask themselves many times a year! This query becomes more related when there are so many people in line and one is convinced not to waste money on assessments as “we have enough candidates”. However, number of people should not change the situation for employers as you don’t want mere people, you want talent, right?
Now, what I think. Given the war for talent and the limited pool, companies actually have to be pickier and choosier than ever, as scarcity breeds ineffectiveness. Consider it this way, if the candidate is not a good fit for the job and you hire them, sooner than later they will be a prime target for an aggressive head hunter and they will leave your firm anyway.
In my opinion, choosing the right assessment for both the candidate and your company is very important, as one size does not fit all situations. (For customized tests: www.hirelabs.com )
I think there are a lot of hokey assessments out there. Many that are being used out of context or that were not properly selected and matched for the company’s long term needs. The ideal way to choose a behavioral interviewing, patterned interview model or an assessment is to do the research and spend the money yourself or hire a 3rd party who has done the work already to make the appropriate recommendations. Either ways, do spend money on assessment!
Let me know your answer too.
Now, what I think. Given the war for talent and the limited pool, companies actually have to be pickier and choosier than ever, as scarcity breeds ineffectiveness. Consider it this way, if the candidate is not a good fit for the job and you hire them, sooner than later they will be a prime target for an aggressive head hunter and they will leave your firm anyway.
In my opinion, choosing the right assessment for both the candidate and your company is very important, as one size does not fit all situations. (For customized tests: www.hirelabs.com )
I think there are a lot of hokey assessments out there. Many that are being used out of context or that were not properly selected and matched for the company’s long term needs. The ideal way to choose a behavioral interviewing, patterned interview model or an assessment is to do the research and spend the money yourself or hire a 3rd party who has done the work already to make the appropriate recommendations. Either ways, do spend money on assessment!
Let me know your answer too.
Friday, July 10, 2009
CareerSense™: Graduate INTO your future
So you have managed to turn in your last paper. You have wonderful memories of your graduation – the graduation pictures are a testament to that!
But what next? Is the Future NOW? Have you graduated INTO your future? How would you take the necessary practical steps to get you to the employer of your choice; to be successful in the career of your choosing?
No fear. Help is at hand.
Your first step is to create a resume.
Mention every tiny little detail on whatever practical work experience you have gained during your college years – Internships, part-time jobs, volunteer projects you were involved in – point is to make sure you highlight your skills and abilities.
There is enough information around that will help you construct the ideal resume – just bear in mind though: you will need to be specific to the type of career you are targeting.
Your resources can be anything from friends and family members, to major online job boards and professional blogs.
Once you have a resume, you need to start finding job postings.
Since this is the information era, the Internet has simplified the job hunt by speeding up access and application times. Use the popular job boards such as monster.com or careerbuilder.com or more focused job boards such as the goliath.ecnext.com site which is tailored to the business industry in the U.S.
Research! Research! Research!
The type of research you conduct will make the difference between finding a niche sector suited to your skills. Once you have shortlisted the companies you would eventually apply to, start digging for information on those companies. Most of every company has an ‘About Us’ section on their web-sites. Get to know the company – it’s products, how they are solutions, why they are used, what the company’s clients get out of their services. EVERYTHING!
While at it, you might find valuable information on how those companies are perceived in the market (a.k.a reputation!).
Cover Letter is indispensable!
Your research will help you get as close to the job specified in the job postings as possible. Again, be sure to highlight each and every detail you can think of that will set you apart from the competition. Build on whatever existing skill, knowledge, talent, and experience you have attained.
Whatever information you gather, applying that knowledge during your job hunt – and the actual interview process – is important. This new found knowledge could well be the most important element of your arsenal.You never stop to learn!
Own you career!
This article is supported by CareerSense™, a career-development tool developed by HireLabs Inc. for graduates of any level. CareerSense™ allows candidates to chart their own way into professional success. It is based on researched data and algorithm that will show you – the job seeker – the path you have covered, detailing each success step along the way. The highlight of CareerSense™ is it’s free detailed report on an individual’s various skills, knowledge, and attributes (specific to jobs) that have been selected at the outset.
To get started on CareerSense™, or to experience a live demo at your institution, please contact HireLabs Inc. on +1 (650) 492 5007, +92 (21) 3534 2262, +92 (21) 3524 4021.
Thursday, July 9, 2009
Wednesday, July 8, 2009
Pre-employment screening in Recession
Economy has definitely affected the use and implementation of employment background checks. In fact, it has driven some interesting trends.
Let’s start with the obvious. Today, there are more people competing for fewer jobs. While hiring managers have the proverbial “pick of the litter” as they are being flooded with resumes. Further, the pressure to hire the right person previously has never been greater as organizations no longer have the luxury of time or money that they once had to allow someone to develop. Those who are hired are expected to produce more work with fewer resources. This combination of events means that employment screening and background checks are now more important than ever to organizations.
Organizations are cutting costs everywhere, but smart ones know that compromising on hiring process will actually increase the costs!
SO LET’S GET SMARTER!!
For smartness: www.hirelabs.com
Tuesday, July 7, 2009
Sunday, July 5, 2009
Pre-employment screening in Recession
Economy has definitely affected the use and implementation of employment background checks. In fact, it has driven some interesting trends.
Let’s start with the obvious. Today, there are more people competing for fewer jobs. While hiring managers have the proverbial “pick of the litter”, they are being flooded with resumes. Further, the pressure to hire the right person previously has never been greater as organizations no longer have the luxury of time or money that they once had to allow someone to develop. Those who are hired are expected to produce more work with fewer resources. This union of events means that employment screening and background checks are now more important than ever to organizations.
Organizations are cutting costs everywhere, but smart ones know that compromising on hiring process will actually increase the costs!
SO LET’S GET SMARTER!!
For smartness: www.hirelabs.com
Let’s start with the obvious. Today, there are more people competing for fewer jobs. While hiring managers have the proverbial “pick of the litter”, they are being flooded with resumes. Further, the pressure to hire the right person previously has never been greater as organizations no longer have the luxury of time or money that they once had to allow someone to develop. Those who are hired are expected to produce more work with fewer resources. This union of events means that employment screening and background checks are now more important than ever to organizations.
Organizations are cutting costs everywhere, but smart ones know that compromising on hiring process will actually increase the costs!
SO LET’S GET SMARTER!!
For smartness: www.hirelabs.com
Thursday, July 2, 2009
Avari Hotel Group opts for HireLabs
Avari Hotel & Towers has requested HireLabs Inc. to structure a leadership competencies instrument that includes a management skills module and a 360 feedback template.
Hirelabs has structured the assessment profile instrument based on the 30-Grid Cell matrix developed by Dr. David S. Weiss, Dr. Vince Molinaro, Dr. Liane Davey that aims to bridge the leadership gap through a holistic leadership profile assessment.
To read more: http://www.hirelabs.com/blog/2009/07/01/avari-hotel-group-opts-for-hirelabs/
Hirelabs has structured the assessment profile instrument based on the 30-Grid Cell matrix developed by Dr. David S. Weiss, Dr. Vince Molinaro, Dr. Liane Davey that aims to bridge the leadership gap through a holistic leadership profile assessment.
To read more: http://www.hirelabs.com/blog/2009/07/01/avari-hotel-group-opts-for-hirelabs/
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