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:

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Australian Employment Rate

As the Australian job market continues to outperform by adding 24,500 new jobs in October, instead of the expected 10,000 jobs, Prime Minister Rudd, and the Labor Government have something to celebrate about on their 2-year anniversary.

We expect job growth to continue in the long-term. Project such as Gorgon in Western Australia will continue to increase the number of jobs. According to the ACIL Tasman report, an additional 10,000 direct and indirect jobs are on the horizon, although it is believed that not all these jobs will go to Australians.

Other indicators paint a rosy picture for the Australian labor markets. We expect that unemployment, which was at 5.8% in October, may rise, but will curb at 6.4% in 2010, which is far lower than what the market expected peak of 9.1% earlier. 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…

S.a.a.S (Software as a Service) is the evolution of the next generation web tools, which is catching the attention of everyone in the HR industry. With the promise of lower TCO (total cost of ownership) and a turnkey solution, giants such as MasterCard are shifting to HR-SaaS solution providers such as SuccessFactors for employee evaluation services.

The charm of low cost integration is fueling the fire of the SaaS revolution. Traditionally, on-premise applications have required additional IT infrastructure including servers, database and a logistical nightmare for a secure remote access, all of which would need to be approved by multiple review committees and executive approval to justify the investment cost. 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…

As part of the company’s global expansion plans by forming alliances and partnerships with b2b vendors of HR services & solutions, and to tap into strategic opportunities provided by the promise of an economic recovery, HireLabs has announced that it has started to provide it’s pre-employment assessments and workforce development solutions to customers in South Africa. This news comes hot on the heels of a European deal signed with a Value-Added-Partner focusing on customers in the Central, Northern, and Western Europe regions (More on this story as and when released) Read more…

In The impact of the recession on the labor market, a report by the Office of National Statistics UK, published in May 2009, it was concluded that -

“In this recession, the real earnings indicator and productivity measures (unit wage costs and output per worker) have demonstrated changes consistent with previous recessions.

Real earnings have fallen, but as inflation has fallen they have shown some positive growth. The unit wage costs and output per worker in past recessions have responded quickly to upturns in output. This fits with the slower falls of unemployment and claimant count as firms look to use spare capacity first, as the economy expands.”

Companies are beginning to hire again. The HR Magazine announced the creation of new jobs across the UK in 2009.

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