World Class online cloud assessment tools for HR and Hiring Managers now available in Thailand

The Predictive Index assessment tools help you select the best candidates and applicants. You can stop guessing; stop trusting your guts, and stop being an amateur hiring manager.

Even small and medium-sized companies can now use the same tools that the world’s largest multinational and conglomerates have done successfully for years and years.

Anyone in your company can be set up with an account in the Predictive Index cloud. Usually the HR department of course The tools are available 24/7. Sending tests to candidates and retrieving up to almost 10 different reports are all managed by you at your fingertips.

With more than 25 million people assessed so far the PI assessments add scientifically validated objectivity to your subjective judgement.

The PI tools are available in more than 60 languages, including Thai of course. This ensures that candidates and employees can complete the assessment in their mother tongue. This is a key and a fantastic feature in PI, which many other assessment tools cannot offer (so they end up checking language skills and not what they think!).

Hiring people with the “right stuff” and matching an employee’s characteristics to work requirements are two of the most important decisions that organizations make.

People are extremely complex. The science-based methodology of The Predictive Index® allows you to understand what drives workplace behaviors so that you can ensure alignment, drive your team’s success.

Job Assessment is where the recruitment begins

The Job Assessment™ is where any recruitment starts. This online job targeting tool allows the stakeholders to give input to a position through an online questionnaire. The objective is to have an agreement on what kind of person you want to hire.

The PI Job Assessment™ is built on proven science and provides data to evaluate your candidates objectively on their behavioural traits and cognitive ability. This will help you match the right person with the job.

Personality Assessment

The Behavioral Assessment™ is a science-based framework that maps personality in four motivational drives: Dominance, Extraversion, Patience, Formality.

The Behavioral Assessment™ is used on candidates to provide insight allowing you to predict needs and behaviour putting you in a better position to match a person to a position.

Knowing ‘what comes naturally’ to a person helps you select candidates who will be motivated by the tasks and opportunities in your job. It increases the probability of success if you hire them.

Cognitive Assessment

The Cognitive Assessment™ measures learning ability, trainability, and general cognitive capacity. It tells you how fast a person is likely to take in information, figure things out on their own, and master navigating in a complex and challenging environment.

The Cognitive Assessment™ is scientifically validated and built following strict standards of test construction by American Psychological Association (APA), Society for Industrial and Organizational Psychology (SIOP), and International Test Commission (ITC).

Call to Action Now: Free Test for Corporates

Contact Tom Sorensen on email, on  tom.s@tomsorensen.in.th or tsorensen@boyden.com to get a free test on behalf of your company.

Perhaps more information on this incredible hiring tool that will add one more crucial piece in the jigsaw puzzle it is to hire people.

Tom is an Associate Partner of Humanostics, a PI Certified Partner authorised to use the science, assessment software, and curriculum of management workshops of The Predictive Index®.

Too many employers treat candidates like dirt

Bad hiring practises ruin your company’s image and brand. Full stop! Why do top executives let this happen? Why does this improper behaviour by hiring organizations and managers continue to be a subject in my articles?

Dear Managing Director, Dear Marketing Vice President, Dear Board of Directors,

You should really be protesting vigorously about these destructive manners, because they are causing great damages to your company’s reputation. Continue reading “Too many employers treat candidates like dirt”

Should I ever trust my gut feeling when interviewing candidates?

The short answer is no and never! Using your gut is similar to scratching the surface of something; to examine and discover only the superficial aspects of something or in this case a candidate. You would be better off flipping a coin; at least you have 50% chance of getting it right.

We call it the Four A Syndrome, because when you trust your gut, you are assessing a candidate’s presentation skills over business performance and substance. The four A’s are: Continue reading “Should I ever trust my gut feeling when interviewing candidates?”

Candidates think you are doing a miserable job when interviewing

This is what typically happens: the interviewer picks up the resume from the secretary or the HR department on the way to the interview.

The preparation is the time it takes to walk to the meeting room. Without having given any real thought on the questions to ask it does not take long before the interviewer runs out of questions and continues with a long and winding presentation about the company and the products. Continue reading “Candidates think you are doing a miserable job when interviewing”

Recruitment fraud is a serious problem for anyone hiring staff

Have you ever been cheated, exploited, manipulated and jerked around by a candidate or applicant who wanted a job in your organization? You may have, but perhaps you don’t know?

I have two times – well, at least that’s those I know of. Once with a candidate I had shortlisted for my client. And once when I hired for my own team.

Read in this article how I got cheated by a conman, who I unfortunately hired before I later realized what had happened. And then there was the shortlisted candidate for my client who pretended to be the reference person for herself. You would love this – and learn. Continue reading “Recruitment fraud is a serious problem for anyone hiring staff”

9 reasons why I declined the job offer

The candidate told me the story, why he decided to decline the attractive job offer from one of the big guns in the business. The story started when he one day got a call from a talent acquisition officer of the company.

Here you are, this is for you: Recruiters, HR professionals and hiring managers. You will get lots of learning points in this unbelievable real-life story, why a candidate declined a job offer from a famous brand name in the industry.

Continue reading “9 reasons why I declined the job offer”

3 things most HR Managers still don’t get

You will be surprised when you read this. Something so simple as knowing the Thai Labour law inside out. You would expect that from HR, right?

But here’s the sad news, the unexpected truth of the matter. During the last 15 years of interviewing HR managers, I have personally experienced that 80% of the candidates could not answer three basic labour law questions correctly. Continue reading “3 things most HR Managers still don’t get”

Dealing with an interviewer who won’t shut up – blah blah blah!

You are really in big trouble if you come across a job interviewer who just keeps talking.

What the interviewer really should be doing instead was asking questions, then listening to what you have to say about yourself and your work experience. You came for a job interview not to listen to a marketing presentation. Continue reading “Dealing with an interviewer who won’t shut up – blah blah blah!”

Naively, hiring companies think recruiters work harder when in competition on a job search

Totally not true that recruitment firms work harder if competing with another recruitment company.  Let me explain.

Most recruitment firms in Thailand compete on price and not on service or the quality of candidates. A “contingency” recruitment firm will only be able to invoice their client if their candidate is hired. Only then will the recruitment firm receive an income and the recruitment consultant a commission. Continue reading “Naively, hiring companies think recruiters work harder when in competition on a job search”

Talent Acquisition – Stop damaging your company’s reputation!

You have heard me talk about this before; the appalling service level to keep applicants and candidates updated on their interview process.

I met an executive the other day who was interviewed two months ago by a hiring company. So far, he has not received a follow up call or email, no thank you for considering a job with our company, nothing to say the job has been offered to another candidate (I’m just guessing because who knows?).

“Treat others how you want to be treated.” Continue reading “Talent Acquisition – Stop damaging your company’s reputation!”