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Higher pay increases could be expected to alleviate this challenge, although pay might not be the largest factor. Employees often cite a lack of career development opportunities as a significant reason for leaving the financial services industry.
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Now, recruiters and hiring managers already tested by pandemic-related challenges are regularly seeking new strategies for attracting and engaging job candidates. Increased wages and long-term health benefits are helping, though there are obvious financial implications that limit how far these perks can run.
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Higher pay increases could be expected to alleviate this challenge, although pay might not be the largest factor. Employees often cite a lack of career development opportunities as a significant reason for leaving the financial services industry.
When leaders take a proactive approach to managing this tension for their personnel, HR staff and frontline recruiters are better equipped to navigate “unchartered waters” with an urgency that reflects opportunity and hope.
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As organizations continue to reevaluate hiring processes affected by the global health pandemic, conversations around high-volume hiring are happening everywhere, including this blog! We hope you...
If you randomly polled 10 people and asked them to tell you about the last job they applied for, I bet their stories would be similar. They saw a job posting , uploaded their resume, completed an application, answered questions about availability, then clicked Submit. And they waited. And waited. And most never heard back.
If you put too much emphasis on high completion rates at the expense of quality standards, then you’ll be plagued by poor job performance and high turnover. Conversely, if you emphasize the talent assessment process over the candidate experience, then you’ll struggle with high candidate drop-out.
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This allows Employment Technologies to protect your organization at the highest level of legal scrutiny and predictive accuracy. All of our assessments are designed according to the highest professional, legal, and ethical standards, and this process is documented with comprehensive technical development and validation reports available to our clients.
Job relatedness is one of the most important aspects of a positive candidate experience. Quality candidates prefer a selection process that allows them to demonstrate their proficiency in the knowledge, skills, and abilities required for the job – such as work samples and job knowledge tests. [1]  They appreciate the opportunity to stand out from other applicants. Tests that show little relevance to the job are typically viewed negatively by candidates.
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Also, subject matter experts understand elements of the product or service that may not be obvious to the consumer. For example, when I’m in the market for a new house, I may be drawn to a certain property based on its curb appeal. A trusted contractor will look beyond the surface and advise me on its structural integrity.