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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A HireLabs Inc. research report
August 2009

Increasing Returns by understanding Talent

The VCs must ask themselves if their companies are run by management teams¹ that capable of driving companies as the recession bottoms. Studying the shift in the current unemployment rates in the US, HireLabs can forecast a recovery in the international labor market – lead by the US – sometime around Feb 2010. Very few CEOs of venture-backed companies have the experience of riding a company out of a recession successfully.

The first sign that a management team is not performing at optimum is when market conditions are blamed for loss of productivity. The questions that investors should ask their management team is whether the competition was able to monetize on the opportunities in the given market conditions. Read more…

Do you remember that guy who got a funding of $3million in his the series A round, he had an impressive business plan, he displayed rapid growth and claimed he was 12 months from breaking even?

Do you remember how he delivered his commitments during the first 6 months, which was followed by a series of losses? This situation is all too common, we have all seen this, but now instead of ignoring this Read more…

Over the past few years, we’ve seen new and traditional private equity firms slowly gain interest in the HR technology space.  Private equity investment isn’t actually new to the HR vendor market.  General Atlantic Partners has been one firm that has take interest in HR over the years. humancapitalist.com, The Human Capitalist » How Important is Private Equity in Human Capital and Talent Management?, Jul 2009

You should read the whole article.

One of the most beneficial aspects of an evidence based talent assessment tool is to identify a candidate’s talent gap in a specific job role. With the range of assessment diagnostic techniques developed at Hirelabs Inc., and experience in internal development processes at our clients’ base, HireLabs can work in a consultative position with your organization to help you identify where talent exists in your organization, and then put in place effective measures to support the rapid development of your employees. Read more…

Organizations need more valid employment screening programs that can show a direct impact of

assessment scores on business outcomes. The current economic downturns require a more integrated approach, as organizations try to  identify between mission-critical programs and costly options that end up being merely ‘excursion’ trips.

The use of predictive modeling demands that no shortcuts are taken. It is important to balance expenses with assessment outcomes. ROI needs to specify the type of outcomes that can be termed as critical business drivers.

It is important to expand the scope of assessment

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The condensed model forms the basis for the HireLabs Management & Leadership Profile Instrument used in managerial and leadership assessments. The Model is based on the 7 broad categories of Management Competencies as recognized Read more…

The Competencies Model

An increasing amount of emphasis on improving leadership competencies is focused on the assessment of quality coaches and learner outcomes. The quality of learner outcomes, therefore, require peers with deep insight into developing the very competencies they expect to instill in their leaders.

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