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Personality assessments have become a common tool used by HR for improving the quality of talent decisions for both candidate selection and leadership development. The psychologists that create these assessments are often enamored by the content of the questions and validity coefficients. However, the most important component of these products in the eyes of the consumer is arguably the results report. The report is what recruiters and executive coaches live with day after day and is the feature of the assessment that drives the most value for users.
Achieving both efficiency and quality in volume recruitment processes is a constant challenge for retail recruiters. It’s not easy to strike a balance between managing time and budgets and delivering an engaging candidate experience with a realistic job preview. All the while, the process has to identify the candidates who best fit the role. Is it really possible to achieve all of this? The short answer is, yes!
Recruiters have been conducting job interviews since the dawn of time. They’re a principal part of any hiring process; enabling you to really get to know the people who might soon become your employees. But just because they’ve been done for decades, doesn’t mean they’re always effective. Here are some tips from the Cubiks experts to help make sure you’re delivering outstanding interviews.
Sifting isn’t just about screening out candidates these days. Pre-selection is getting more advanced all the time, as organisations increasingly connect it with additional HR tasks like talent attraction.
There has been, and always will be, competition to attract and recruit the best early talent. With so much noise about the unique needs of new generations, and innovative technology to attract their attention, where should you focus your efforts?
Despite a slow start, things in the world of People Analytics are now accelerating. The promise of People Analytics has begun to deliver, and we’ve started seeing real, concrete results.
Graduate Recruitment, or how to hire young professionals, has become a hot topic for organisations in recent years. In the Cubiks Belgium team, we’ve recognized this trend both in the local and international markets.

Whatever industry you operate in, to stay competitive and successful in the long term and handle future uncertainty it is vital to have the right leaders in place. When appointing new executives you need to explore in-depth whether candidates are equipped to deal with the role’s current and future demands. 

Talent Management is one of those terms that we glibly throw around in our HR strategy meetings and boardrooms. We all recognise that Talent Management is the process of recruiting, retaining, and developing our most talented employees, in line with our organisational goals. However, even with this precise definition, it’s clear that there is no template to manage talent and no foolproof way to bring our talent to the top.

Personality assessments are commonplace in today’s recruitment processes, as potential employers look to understand how closely a candidate fits their role and organisation. A high quality personality questionnaire adds real value to a selection process by delivering insight into the work style and preferences of an individual. But with the popularity of these tools comes a variety of myths surrounding their use.

International secondments can bring a wide range of benefits, both for employers and employees. They’re an agile way for organisations to fill vacancies, as well as offering excellent opportunities for individuals to develop new skills and experience different cultures.