The cliché “Hiring the right person for the right job” continues to be loosely used by the HR industry. In order for HR to recruit “mister/miss right”, HR would need to put emphasis of conducting a job analysis, which will help HR in understanding the current and future situations that impact the position. Unfortunately, this seldom happens.

Once HR understands the situations that surround a position, they will be able to reduce the risk of a wrong hire, which subsequently increases the chances of a right hire. At HireLabs, we call this Situation-based Hiring (given that there is no violation of EEOC).

Let us look at an example of situation-based hiring:

A leading airline wants to start a low-fare program, and needs to hire a cabin crew.

The first step would be to conduct a job analysis keeping in mind the situations that the new cabin crew will encounter. Some of these situations include:

Read more…

If you are a recruiter in San Francisco, then the only way that you can still afford to pay $3 a gallon these days to fill up your gas tank, is if you start increasing your placement rate. That’s easier said than done, because you have a growing talent pool (the unfortunately unemployed), and a slow-recovering job market, where other recruiters are fighting to fill the same position. At a time like this some recruiters become extremely creative, which helps them stand out from the crowd.

There are several ways to be creative, our research at HireLabs suggests that if you improve the quality of applicants that you send for the interview, then you increase the placement potential as well as attain a certain level of respect in the eyes of the hiring manager.

Since HireLabs is in  the business of creating customized assessments, we tried to see if the assessment industry could lend a hand to recruiters. We asked our research team to conduct a small experiment: Read more…

As we researched along the year, our team came up with some important debatable topics on which some expert opinions were a requisite. The discussion was posted on 6 Social Networking sites and the responses we had were amazing.

The topic stated “Which of the two holds more importance in Recruitment? Skills or Behavior?” LinkedIn alone provided us with more than 300 comments on the topic. Facebook and twitter generated some heavy traffic with interests.

As a result of such an enthusiastic participation by Industry experts in the discussion, we decided not to waste away such valuable comments and convert them into a featured video on our global platform. Read more…

Experts - Performers

Just last week, a friend asked a question about the way I classify employees with respect to what they deliver to their organizations. So I decided to write a post about it. When thinking about the candidates organizations may be interested in hiring, I like to keep things simple and classify them into two categories. Experts or Performers. Yes I know what your immediate reaction will be Hassan, don’t make things so simple because they aren’t. Yes, I agree often they aren’t but trust me guys – at times they are that simple. I like to look at a potential hire with these two lenses because it makes my job easier and simplifies my hiring decision. Read more…

While providing consulting services to the governments of the Middle East on how to build cities that are powerhouses of talent, we at HireLabs realized the true meaning of the saying ‘birds of a feather flock together’. The same logic holds true for talent. True talent usually has a hunger to learn and innovate, and when you create an environment where talent lives  and works in close proximity to each other, you are on your way to building a knowledge economy. Before we started our research, we made a claim: Talent attracts talent!

Our research noted how history points to Baghdad at the turn of the first millennium as a thriving knowledge economy. The next major knowledge economy was created when Venice and Florence took Europe from the Middle Ages into the Renaissance era. In modern times, England transitioned into the industrial age from an agricultural society. Read more…

Strategic market development at HireLabs takes another leap with an innovative partnership with one of industry’s leading names in human capital data analysis for talent management.

HireLabs has officially announced that it has signed a partnership agreement with the Albuquerque-based Group Harmonics Inc.

This strategic partnership could well define talent management strategies at organizations globally. Talent assessment systems, and the analytical data they need to measure a firm’s Read more…

In his interview with Jehan Ara on “In the Line of Wire” Saleem Qureshi, President & COO HireLabs Inc., talks about the need for employment assessment so that people are placed in the right professions, in the right departments and at the right level of competency.

Saleem and his company work mainly with large organizations to ensure that all employees and potential employees are assessed to determine that they are right for the jobs they are being placed in. I asked him if similar assessments could be used to determine which disciplines kids should select when entering university and what kind of professions they were suitable for.

Saleem answers this and many other questions in this episode of ITLoW.

What is HireLabs? According to Saleem, HireLabs is the leading innovator of pre-employment assessment services. Their goal is to streamline and simplify the HR decision-making process to maximize talent alignment while minimizing company costs. HireLabs works in collaboration with data collected from the US Department of Labor and Stanford University to create the next generation in employment assessments. Read more…

Adapted from How to Use Assessments To Hire Effectively by Dana Borowka.

This is mainly because of a lack of basic foundations in the subject, and a lack of exposure to the scope of employee assessment programs.

But how do you choose the most beneficial assessments?

Add to that,  the lack of regulation in this sector has only added to the confusion. Only organizations that have keep official departments that are focused to human capital development can value such a critical tool in the hiring process.

The SMEs and the smaller private firms lack the necessary insight into what could possibly end up saving them up to 40% in Read more…

Select the Best: A How to Approach

Behavioral interviews are the best tool to identify candidates with the ideal behavioral traits and characteristics that you have selected as necessary for job success. Additionally, certain behavioral questioning will tend to be situational instances. The best behavioral-based questioning, however, will not give away the behavior being verified. As you read the following Read more…

HireLabs Inc., a Stanford University based solution provider to the global human resources sector, has confirmed it’s partnership with Zumbeel, a niche telecoms portal that caters to multiple telecoms channel requirements.

HireLabs have agreed to extend it’s employee assessment technology through Zumbeel’s portal which Read more…