The aim of apprenticeship recruitment is to find potential. The real power, though, lies in an organization’s ability to turn that potential into recognizable performance, ensuring a steady flow of talent. Essential to this is a supportive culture and a well-defined structure which will allow the apprentice to work effectively and flourish in the organization.
TTS -Top Talent Solutions will be hosting a two-day Client Conference on 15th and 16th September 2016 at The Butler Caterers in Midrand, South Africa. The conference theme is “The fourth industrial revolution – technology and people assessment”.
Recent research by Contact Babel has shown that HR accounts for 75% of the operational cost of a typical call center. This cost is split mainly between attrition, recruitment and training. While some recruitment and training will always be necessary, there is opportunity for significant cost saving by addressing attrition. Lowering attrition rates will decrease the number of new recruits brought on board to fill vacancies, and in turn lower training costs.
A client in the automotive industry had been experiencing high turnover and had a need to screen more effectively during the recruitment process. Learn how this company used success profiling, competency mapping and systems training to transform its talent management processes.
Our brains love stories. According to recent studies from neuroscience, when we read words brain areas that are related to language are activated. However, depending what the word or expression is there are also other areas that are activated: areas which are associated with motion when the word or expression refers to something that is moving, olfactory or sensory areas when the word or expression refers to odour or texture, and so on.
Online assessments have been proven to speed up application times and increase flexibility for individuals participating in assessments. Meiko is a good example of how innovative applicant selection processes can be designed and how these reduce time and achieve fairer and more objective decision-making.
A survey which monitors trends in the use of psychometric assessments, the International HR Survey by cut-e (2013) revealed that an increasing number of organisations rely on psychometric assessments as talent management decision-making tools. Insights from this survey suggest that these assessment tools are invaluable for organisations as they provide them with a competitive edge. However, as attested by leading test publishers such as Saville Consulting and cut-e, assessments are only powerful if they are valid.
The ACSG (Assessment Centre Study Group) has played a key role in disseminating information and providing guidelines about ACs (Assessment Centres) in South Africa. Through several guidelines, the ACSG began to play a more prominent role with regard to the professional and ethical aspects related to the use of ACs. In the latest edition of guidelines (2015), the ACSG looked at international best practice in the use of ACs which took into account the impact of technology, the latest validation strategies and legislation into consideration. Among some of the key items that were addressed was the issue of whether registration as either a psychologist or psychometrist with the HPCSA (Health Professions Council of South Africa) was required for one to take on the role of an assessor when conducting an AC.
