How Assessments help companies make smart hiring choices

Posted by Mark Jackson on Thu, Oct, 13, 2016 @ 13:10 PM


You might be surprised to learn that the country’s best salespeople hail from Iowa. Or that Oregon produces more CEOs than any other state. (We’d be surprised too, since we just made that up.) But what if you actually had predictive insight like that? What if you could screen applicants by certain indicative elements, in order to better predict their success with your organization? Well the fact is, you can. Employee assessment tools enable you to use key data points and predictive analytics to refine and improve your recruiting efforts. And when assessment tools are an integrated component of your recruiting solution, the value of both becomes even greater. Let’s learn more.

Assessments help you hire the best

Employee assessments and predictive analytics is changing the way organizations search for, find and retain top talent. When applied to recruiting, these tools help to:

  • Screen out candidates lacking key skills
  • Identify top talent that demonstrate the competencies required by the job
  • Provide further insight into key behavioral traits and motivators that individuals bring to the job
  • Identify benchmarks to invest in future recruitment efforts for certain skills


Assessments to help your team reach their potential

The value of employee assessments doesn’t end after the hire. You can continue to use various assessment tools to make smart investments in your team – helping every employee find and maximize their strengths. In fact, people who use their strengths every day are six times more likely to be engaged in their work and three times more likely to say they have an excellent quality of life. And we all  know how important employee engagement is.

When assessment tools are wisely used among your workforce, they help to: 

  • Increase motivation and team performance
  • Retain key members of staff
  • Develop cohesive leadership teams
  • Identify future leaders
  • Increase sales performance
  • Identify applicants’ strengths (and weaknesses) to better align future training


Integration leverages the power of assessments

Once you decide to embrace the value of employee assessment tools, you’ll need a place to securely store the data you’re collecting. That’s where the value of integration comes in. By integrating your recruiting/applicant tracking solution with your assessment solution, you have a single source for the insight and information about your applicants and your personnel. We currently partner with two employee assessment companies: Gallup and Predictive Insight, integrating their assessment tools into Cyber Recruiter, our recruiting/applicant tracking solution.

Integrating an applicant tracking solution like Cyber Recruiter with an employee assessment tool provides a streamlined assessment process, making the results of those assessments more functional, through the ability to: 

  • Directly take applicants to an assessment survey after they complete an online application
  • Email a link to the assessment survey to applicants as desired
  • View and share the results of the assessment survey from within Cyber Recruiter

We’d be pleased to share our experience with employee assessment integration. Contact us to start the conversation. For more helpful hiring insights, read our new article - Best Practices Guide - 4 Key Steps to Successful Talent Acquisition


 4 Key Steps to Successful  Talent Acquisition


Tags: Hiring, assessments, hiring assessments, recruiting, applicant tracking solution, applicant experience, employee engagement, cyber recruiter, integrated recruiting system

Renewed Focus in Canadian Market

Posted by Mary Sue McClintock on Wed, Sep, 14, 2016 @ 16:09 PM


Over the past several months we have witnessed a substantial increase in the number of partner opportunities coming from the Canadian market. This heightened level of activity has brought about a great deal of excitement and renewed interest, prompting us to intensify our focus and align dedicated resources to help our Canadian Sage partner community continue to grow. This really comes as no surprise, as we have seen a major upswing in the number of recruiting and training management deals across other regions in North America. These opportunities are being uncovered because of an increased need for recruiting (Cyber Recruiter) and training management (Cyber Train) technology solutions that simplify and eliminate the ongoing inefficiencies plaguing talent management processes across organizations of all industries and sizes.

Several of our partners in Canada have recognized and embraced this as a prime opportunity to deliver huge value to existing clients and prospects. They are approaching leaders and knowledge workers in Human Resources to discuss challenges they are facing related to managing the recruiting and training process. Our more proactive partners no longer see these processes as an afterthought or add-on sales opportunity. Due to the significant growth potential that exists, these partners are intensely focused on leading with Cyber Recruiter and Cyber Train as part of their solution portfolio, which are Sage HRMS Endorsed solutions.

Don’t worry if recruiting and training management has not been a primary focus, as there are an abundance of opportunities in the Canadian marketplace to go after! We need more proactive partners asking questions early in their conversations with customers and prospects to identify and uncover these needs. The good thing is you are not alone in this. We have dedicated resources here at Visibility Software and of course through Sage to help.

In fact, Deana Dearry of Sage North America and her team regularly champion Visibility Software, and has been a great asset to have on our side. 

“Knowing I can rely on the Visibility team to swoop in and empower us with their high-level of expertise and  “can do” spirit is such a great asset for our customers and partners – especially since so many of us just aren’t that familiar with all the intricacies of Recruiting/Applicant Tracking and Learning Management! It’s a relief to know when our customers ask the questions, we’ll seem like experts with all the answers thanks to Mary Sue and her colleagues”, said Deana.

Mary Sue McClintock plays a very active role in managing the Canadian territory here at Visibility Software, and prides herself in developing relationships and helping her business partners succeed. As a dedicated resource, Mary Sue helps partners build out an active strategy plan, and is available to help train on how to ask the proper questions that will uncover needs, assist in responding to RFPs, provide product demos, and help you leverage our many marketing resources (whitepapers, email content, product overview collateral, infographics, videos, blog articles).  One partner example, Amanda Scott from The Answer Company, involves Mary Sue on just about every step of a new deal from registering the opportunity and all the stages in-between right through close.

We are excited to about the intensive renewed activity in the Canadian market, and are very excited for the many opportunities to come.  If you need additional information on how Cyber Recruiter and Cyber Train are solving recruiting and training management challenges, don’t hesitate to connect with Mary Sue (click here to send her a message). She is ready to support you and your team with everything you need to provide solutions for your customers, close more deals and generate more revenue. We can’t wait to hear from you!

Tags: cyber recruiter, cyber train, sage hrms, canada, sage partner, customer solutions

Want to Be Promoted? Quick Tips for Recruiters

Posted by Sean Pomeroy on Mon, Dec, 21, 2015 @ 07:12 AM


No matter what position you work in or what company you work for, chances are you want a promotion. Unfortunately, 62% of employers say bad attitudes hurt an employee’s chances of getting promoted. While you may not love the position you’re in and dream of having a little more responsibility, sticking it out and proving to your employer you’re ready to move up can be the kicker that helps you get the promotion you’re looking for. Let's dive into these quick tips for recruiters.

When it comes to the field of recruiting in particular, you may wonder what you need to do to get promoted. You aren’t alone, and there a few things recruiters need to have in order to start climbing the mountain.

Know the whole organization

Recruiter, know thyself. And everything else. Talent leaders have a grasp on just about every part of the company they work for, including performance, engagement, organization development, succession planning and personnel management. Knowing what’s going on at your company will not only make you better at your current job, but also pave the way for new opportunities.

According to a survey, 81% of executives say their HR talent needs to value business more than the average HR skill. Knowing these ins and outs will allow you to have the vision to know what decisions you need to make now and with authority, and which you can take your time on. As you start to take interests in other parts of the company, your manager will eventually notice you have an eye for the inner workings of the organization and not just its results.

Tweet This: What's more important to you, business or average HR skill?

Remember to look at the big picture

This leads us to our next point: 60% of companies are now investing in big data in order to help make their HR departments more data-driven. Data allows recruiters to look at the needs of the organization and align them with market realities; the more a recruiter understands the market they work in, the better they can help their business make the right calls.

Having a knowledge of everything within and outside the organization, and being able to ask questions like, “is this the best move for my company in the long-run, or just now,” can set you apart from other recruiters. It shows you’re capable of connecting the dots between disparate areas, and that you have the company’s best interest at heart.

See yourself as a Talent Advisor

Another number recruiters should pay attention to: 20% of HR employees are locked into a mindset and lack commitment to deliver real value. Recruiters and talent advisors are seen on two completely different levels; recruiters are seen as taking orders from higher-ups whereas talent advisors are seen as partners with a more respectable level of talent insight.

When you begin thinking of yourself as a talent advisor, even if you aren’t officially one yet, you’re preparing yourself for the position; it will show your boss that you take yourself seriously and have committed yourself to advancing within the organization. The more you can show your boss that you’re not afraid of responsibility and can educate yourself in every position at the company, the better you look when it comes to time to fill the position you’re gunning for.

Tweet This: On-the-fly promotion tips:

Following all of these steps can show your boss that you are educated, you care about the organization and have the chops to not only run your company’s hiring efforts, but excel far beyond that with your company. That’s exactly what companies want in a leader, and it’s what you should aim for if you want that promotion.

Ready to reach the next level of productivity? Then try a demo of Cyber Train, Visibility Software’s online learning management software that will make sure every one of your employees is up to par.

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Tags: cyber recruiter, Tips

Top Exec Secrets to Hiring Unleashed

Posted by Sean Pomeroy on Wed, Dec, 02, 2015 @ 07:12 AM


How can you hire better? It’s true that there is no one answer to this question, but it’s easy to see that continuing the same practices is not the solution. Today we have sourcing technology, a large diverse applicant pool and several generations of potential hires, so let’s try something different.

Best Interview Questions from Top Execs

As much as 80% of employee turnover is due to bad hiring decisions, so use your interview questions wisely. Here are a couple questions from top executives, who steer away from the cliché questions.

Tweet This: 80% of employee turnover is due to bad hiring decisions. Use interview questions as a preventative:

Hannah Paramore, president of Paramore, asks the question "How old were you when you had your first paying job?" She says - "I'm looking for how deeply instilled their work ethic and independence are versus entitlement."

Jenny Ming, president and CEO of clothing store Charlotte Russe asks candidates “Tell me about your failures.” She states that this question can be very telling and is “looking for somebody who's very comfortable admitting when something didn't work out."

PayPal cofounder, Peter Thiel, asks “Tell me something that’s true, that almost nobody agrees with you on.” He loves this question because "It sort of tests for originality of thinking, and to some extent, it tests for your courage in speaking up in a difficult interview context."

The thought process you make the candidate go through is sometimes more important than the answer.


Look out for Red Flags

25% of the companies surveyed say that a bad hire in the last year has cost them at least $50,000. Screening is a crucial part of hiring; the key to avoiding bad hires is to never interview a candidate who failed the screening process. A Fortune 500 company estimated they could have eliminated 97% of their bad hires, if they had a better applicant screening process.

Tweet This: 25% of the companies surveyed say a bad hire last year cost them at least $50,000. 

A narrow range of job and life experience can show an unwillingness to step outside their comfort zone. Another red flag may be their potential impact of your company. Unless you are hiring a temporary position, most companies would rather have an employee who can make a large impact beyond simply being a good fit for the position they were hired.

Asking too few questions is indeed a red flag. It’s possible but highly unlikely that you have covered every question, and your candidate has done all their research. What’s more likely is that they are uninterested, or not passionate about the role. This is ok because not everyone is a good fit, but do not allow them to continue in your hiring process.

Beyond the Normal – Something Different – Be Real

Consider job matching and utilizing a simple work value assessment – 57% of large U.S. employers use pre-hire assessments. Hold an interview in a slightly informal setting, the traditional environment will almost always yield the same standard answers. An interview is time well spent, except for when they are not. Don’t schedule an in-person interview until you have asked them to complete a task for you–possibly give them an example task of what they may be doing for your most difficult client.

Tweet This: 57% of large US employers use pre-hire assessments. What are your thoughts?


Hiring is part science and part art. There is no one way to get the best candidates, but if you are looking for the best today has to offer you need to make sure your hiring practices match those you want to hire. With the right recruitment system, like Visibility Software’s applicant tracking system, you can ensure a seamless screening process.

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Tags: cyber recruiter

Setting Social Recruiting System Guidelines for Your Recruiters

Posted by Mark Jackson on Wed, May, 20, 2015 @ 07:05 AM


Social recruiting is here to stay. In recent years, it’s become a great source of hire for many companies; social has leaked into all aspects of the recruiting process, from employer referral to sourcing to distributing job postings. In recent surveys, companies have made their love of social clear: 

Tweet This: 44% of companies say social recruiting increased candidate quantity and quality. 

With all of the social recruiting benefits, companies poised to take advantage of it stand to gain better employees from the process. However, using social media in alignment with a recruiting system may not come naturally to your recruiting team. Use these tips to improve your social media recruiting system: 


Developing Social Media Literacy

Social media recruiting doesn’t just happen. Posting your job ads to Facebook and Twitter and expecting candidates to engage with them is asking for trouble, or at best throwing your resources away on matters of chance. 

Companies must train their employees on the proper use of social media if they’re thinking of using it with their recruiting system. Justin Levy (@justinlevy), senior social communications manager at Citrix, warns companies they should have a social media strategy that involves teaching employees how to use social media.

"Companies should have social media guidelines and should conduct social media training to educate employees on best practices, the opportunities, the potential pitfalls and requirements when leveraging social media on behalf of the company." 

Levy’s advice was oriented around employee usage, but it applies to social media recruiting as well. If you’re invested in developing your brand on social media, trying to wing it is only going to make things harder.


Knowing Your Limits

Perhaps the most important guideline companies should train their employees on is respecting privacy. Social media helps candidates peruse jobs more easily than ever, and helps companies get a better look at the candidates they’re interested in. However, companies have an onus to respect what candidates have and have not divulged on social media.

Companies can reject candidates based on what they’ve said on social media, but they cannot ask for a candidate’s (or an employee’s, for that matter) social media passwords and other information that isn’t publicly available.

Besides privacy, companies should follow a number of other guidelines, such as being consistent with checking candidates’ social media profiles if they have decided to do so (to avoid bias), waiting until candidates have been interviewed to check their profiles, and documenting any social media practices during the recruiting process to create legal backup. 


Avoiding Other Legal Hurdles

One other guideline to keep in mind is the make sure social media recruiting isn’t your only tool. Not only is sticking to one outlet for recruiting a bad idea from a practical standpoint, but it also could lead to potential discrimination. Candidates from protected classes who may not have access to social media could claim they are being discriminated against by companies whose recruiting system is purely social, and in some cases, racial discrimination by one employee against another could be the responsibility of the employer.

Tweet This: Sticking to just one recruiting outlet could potentially lead to discrimination.

Though it’s a powerful tool, employers must understand that social media recruiting comes with its share of guidelines, and those in charge of hiring (whether it’s a hiring manager or HR) must follow those restrictions both to find better hires and to avoid litigation.

No matter what your recruiting system strategy is, Visibility Software’s applicant tracking system, Cyber Recruiter, will help you keep track of candidates every step of the way. Sign up for a demo and see how we can help take your social recruiting to the next level. 

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Tags: cyber recruiter, Best HR Software