After the pre-screening of the applicant, the employee gets the details regarding the applicant's credentials, education, and criminal background. The employer also has the other details such as drug abuse and sexual harassment records to ensure that the candidate does not create any problems later on. However, this screening does not provide the employer an insight of the technical and general knowledge possessed by the candidate. A different kind of screening test would be required to check if the candidate would be well suited for the post.
Employee screening tests must provide accurate and relevant information with regards to the industry for which the candidate has applied. Pre-employment test selectors can help the employers decide on what screening would be necessary for the post for while the applicant applied. It can be used to assess the applicant's abilities with respect to the applied post.
The test selector has a very wide database consisting information regarding the skill sets required for a specific profession. The best would be picked up for the candidate's assessment based on the skills the job requires. The test would reveal whether the candidate is fit for the job. The first part might contain general question relating to aptitude, math, and comprehensive English. The second part would have technical questions to enable the employer decide if the candidate has the requisite knowledge and abilities to handle the said job.
Test selectors can be used to assess the candidate's technical and general knowledge but it still depends on the hiring manager to decide on other factors before employing the individual. Also, the hiring manager must ensure that the test selector has been able to pick the correct assessment based on the requisites provided by the user.
After an exhaustive job search, passing an interview with flying colors, engaging in the perfect salary negotiation and accepting the position, some people would take it easy before the first days of a new job. However, keeping the pace between the offer and the job is the best way to make a good first impression and prove you were the right candidate for the position.
At the senior level, you’re expected to get up to speed extremely quickly; scrutiny starts from Day One. Getting ahead of the curve will improve your credibility with superiors and peers alike.
Let’s take a look at five tips and tasks that are essential to establishing authority, familiarity and rapport.
Your job doesn’t start on the first day of work. While the job search itself entails a research phase on potential employers, you should expand that knowledge base immediately and continue through to the first days on the job. Start with the organization chart and conversation with managers to identify marketing and product strategies. The human-resources department is a good resource to tap for collateral materials about the company. Focusing early on key players and talent pools will help you make a difference early.
Identify goals for your first month as well as significant milestones for projects that are already underway upon your arrival. Get a clear picture of a successful outcome for each project, and identify how you can help realize it.
Networking is paramount. Use down time to reinforce contacts and relationships from your previous positions even as you expand that network to include your new company.
Never burn bridges when leaving a company, no matter what the previous situation might have been. Colleagues will turn up again during the course of a career in many different roles and during future job searches.
In order to integrate with a new company’s culture, take the initiative socially. Don’t eat lunch in the office or with old friends; instead, find out how lunch works in the new culture and get together with new colleagues. Focus on listening and paying attention to the general climate. Are meeting times set in stone? To what hours do people adhere? How much chitchat is acceptable during working hours? Is e-mail or face-to-face communication preferable?
An executive’s ability to accomplish difficult goals and complete projects on time and on budget often depends on the strength of her network and personal resources. Building relationships with dependable vendors and industry contacts can often take years, so be sure to bring those relationships with you when you relocate.
On the other end, ensuring that institutional knowledge is passed on when leaving a company is also vital in maintaining a good rapport with former employers. Hoarding knowledge is not a good way to enhance your professional reputation.
Take advantage of your transition time with housekeeping and human-resources compliance. Try to complete as much HR paperwork as you can before starting the job – and try to get your business cards ordered in advance.
Whenever possible, make time before your official start date to schedule meetings with team members, managers and key personnel. Get a jump on organizing your office space so you start fresh.
Throughout the early days in a new position, try not to feel awkward about asking questions. It’s simply impossible to know everything from Day One; allow yourself enough time to integrate into a new environment. Realistic expectations are an essential tonic for the stress of a new job.
Go back over orientation material after a week or so has passed, once you have a feel for the actual workflow and climate. Don’t let pride get in the way, and don’t turn down offers of help. Some managers are better suited to training new hires than others, so don’t hesitate to ask direct questions.
While starting a new job is stressful, harnessing that nervous energy can instead help new hires shine from day one.