With English now being spoken as a second language primarily for business communication, global companies have a vested interest in how it is assessed and what it measures. Questions related to the ownership, the content and the administration of business communications assessments are contesting the traditional practices of large scale ‘language testing’ practices where only TESOL trained language testers rate candidates on a per head cost basis.
Topics: BUPLAS Ecosystem
Choosing the most effective test to measure applicants' communication skills can be quite overwhelming for any recruiter. And for testing written skills, the options can be as varied as running online grammar tests, multiple-choice vocabulary tests, electronically checked essay tests, essay-style exams and so on - the possibilities are endless!
While the primary purpose of recruitment is to find the best people and reject those who don’t make the grade, the process also needs to be efficient - reducing time and costs of the recruitment process without impacting quality.
Choosing the right communication screening tests can be a nerve-wracking decision for many recruitment managers. How do you make sure you are getting people with the right skills at the right level? How do you check that your recruiters are doing a fair job in the selection? And how do you ensure the whole process is efficient?
Communication assessments in recruitment play a crucial role in helping recruiters hire the right talent for their organizations. With a proper assessment in place, it is easier to identify top communicators – the ones who are likely to establish a connection with customers fairly quickly and the ones who can perform even in the most complex accounts.
If you have found yourself wondering what can be done to make your communication training more effective, you are not alone. Many organizations spend days and sometimes weeks training agents how to effectively interact with customers. Yet when they hit the floor, business metrics like CSAT or NPS show all too painfully that something is wrong.
Topics: BUPLAS Training
Recruitment is a constant balancing act between not hiring underqualified candidates, and not rejecting the qualified ones. With such high stakes, it’s both surprising and worrying how poor many hiring and assessment practices are out there.
When we talk about process and communication issues, most leaders admit that they often resort to training as the first solution. And why not? With a solid training program, you can easily improve performance, address communication breakdowns, and disseminate process updates. So the benefits are many.
Next. Next. Next. It’s the awful “I just want this to end so let’s click next” experience that all professionals go through when completing a mandatory elearning module.