This month our feature is aimed at the HR industry and includes pieces which cover multiple job posting, application service providers, e-training, and psychometric testing. A brief introduction to each follows:
Multiple job posting
Multiple posting is the process of managing, storing and posting job ads to a multitude of employment sites and networks, which are all handled from one Internet location. This gives the Human Resource department a much more flexible and effective recruitment structure. This software gives the HR department the advantage of being able to track and analyse the results from the recruitment processes that they are implementing.
Application service provider
An application service provider, (ASP) is an alternative to purchasing software directly from a retailer and installing it on your hard drive or server. ASPís are used to host and manage your software applications on the Internet.
You, the end user, subscribe to an ASP and pay a monthly fee to gain access to the software. ASPs host all kinds of software, from brand name packaged software to vertical applications to large back-end programs that power your company. So you can turn to an ASP to receive a simple e-mail program or a large human resources application.
E-training
Sites such as (KnowledgePool) provide information technology, personal and business skills training through their e-learning service.
The e-learning services replicates the traditional classroom in an online environment with students having access to online tutoring and mentoring, downloadable training materials and real time chat forums. The e-Learning service is supported by online mentors who are professionally trained, experienced personnel.
Psychometric testing
Psychometric testing can assess what skills your potential candidate may have, i.e.: literary adeptness, numeracy, spatial and abstract reasoning and manual dexterity. But, they predominantly test emotional intelligence and personality; the way a candidate relates to others at work, in other words they attempt to answer one of the primary interview questions: ëwill this person fit in?í
Psychometric testing falls into three principal categories: personality profiling, aptitude testing and ability testing. Aptitude testing is often used specifically as an assessment tool for recruiting people in a particular field. Whereas ability testing measures the mental processes, i.e.numeracy skills, as a teacher would in an exam.
The various processes cannot only help you to find and train the right employee, but they can also save you time, money and energy. We hope this article enables you to find the most appropriate package to suit your recruitment needs.
The remainder of the feature can be found in the paper based magazine.
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Human Resources Feature - 07/2001
The introduction from our HR feature in the July edtion
