So here’s some of the best career advises from 2017:

Stay humble and work hard

Humility and work ethic are two traits that set you apart and it is important to practice it and not just pay lip service. Major organizations want smart as well as hard worker. So lead with your hard work and humility in your professional life.

Interpersonal Skills

In today’s cut throat competition, big companies are no longer satisfied with just skill, they also seek an excellent level of communication and interpersonal skills to help their organizations in multiple levels.

Success is all about people and not plans

If you sincerely want to take your career into high gear, plans only will not work as you would be requiring help from other people. In an interesting interview, the cofounder and investor of Linkedin advised to build a strong network.

Take Calculated Risks

Taking calculated risks could be the stepping stones to a great career. Be prepared for rejections – a natural part of any endeavor. At the end of the day if you believe in your actions, you’ll succeed.

A Healthy Work Life Balance

Make sure you dedicate time to doing what you love – it can be sports, your kids or even watching movies. At the end of the day you should have ample time to think, introspect and move ahead.

Give your team something to cheer about

As they say give credit where it is due, ensure all your team members get the credit they deserve. This would not only motivate them but attract more talent towards your team.

2018 brings in new hope and a new desire to strive harder to achieve your work goals. It’s important to stick to what you do best and up skill yourself have the competitive edge.

Keep following Glocal RPO Blogs for more exciting stories and career tips coming up in 2018!

The post Top Career Advise of 2017 appeared first on Blog.

Employers are relying on pre-screening techniques and assessments early on in the interviewing process. It is usually being used early on and after a few initial screenings, primarily between initial phone screenings of candidates and before the first interview or maximum at times, between the first and second interview. Some firms prefer using them when there are only a few candidates in the fray. In fact, as per latest released data, surveys indicate that more than 80 percent of the Fortune 500 firms prefer using assessments for executive positions and that even small firms are increasingly relying on them.

Many companies these days, do not want to depend on the CV, past credentials or job experience but would rather ‘test the candidate’ for attitude, best fit in the firm culture. With the job place becoming extremely fluid, it is becoming extremely important to see that the right kind of candidates is hired and this is being vetted by the process of pre-employment assessments.

Pre-screening employment assessments are helpful since it ‘proves’ to be cost-effective compared to traditional methods of recruitment. It reduces the effort in hiring the ‘right’ candidates somewhat and acts as a filter for getting to the right candidates. In fact, psychologists point to the objectivity of pre-assessment techniques. Despite best intentions, sometimes, those hiring get blinded by the candidate’s charisma or their ability to talk and persuade. These pre-assessment techniques prevent that as the candidate’s charisma is checked by the results obtained in these tests.

Pre-employment tests are being increasingly used since candidates are ‘becoming extremely manipulative’ about personal information. As such, candidates’ CVs are being given less credence now. More emphasis is now on judging their capabilities for the particular job position advertised and pre-assessment screening is playing a major role in that.

These pre-employment screening questions help evaluate the character traits, personality, style, ability to lead, delegate responsibilities, problem-solving skills and making decisions in crucial times. These help decide whether a candidate should be hired and whether he will gel with the company’s culture or not. Interviews only last a short while and it is difficult to understand the candidate’s fitment in that duration, so the best option is to check their responses to these questions, part of the pre-employment screening procedure. These help decide if they would suit the company and if the company would suit them too.

Assessments measure skill, behavior, personality, emotional quotient which is critical for success in the workplace. Hence, pre-employment screenings are here to stay!

Please call us for more information on our services –

+425 818 0748

The post How to get the Pre-Employment Assessments Correct? appeared first on Blog.