CNBC recently ran an article about Mark Cuban and his February Master Class “Win Big in Business”. According to Cuban, there are “two things that matter the most [when it comes to hiring people]. Are they competent enough to do the job? And do they fit in the...
Advance Notice - COD Will Be Closed from Monday April 29, 2024 through to Friday May 10th 2024 inclusive. We will re-open for business on Monday May 13th 2024 at 9 AM Eastern. Please expect delayed responses. Those who rely upon COD to deliver completed assessment...
“I’m sorry for not getting back to you, I’ve been busy,” is a sentence that should be permanently excised from the lexicon of business. That’s the default response that one often receives, and it’s nothing more than an excuse – and a poor excuse at that. Few of us have enough hours available to complete our daily workloads, and many of us invest a great deal of our time in chasing others for replies to emails or calls that were placed days or weeks prior. There’s also little excuse for it in the “be kind” era, and when practically everyone has an iPhone in their pocket. Being busy doesn’t make you special or unique.
Everyone is ‘busy’. Everyone’s time is limited. We all resent having it wasted by other people who are time-sinks. They are responsible for a great deal of lost productivity and wasted time. It’s not only inconsiderate and somewhat arrogant but is also just garden-variety rude. It’s also unprofessional.
The shortage of Canadian talent is at a record high, and the risk of making a bad hire has increased along with it. On average, employers take 10 weeks to terminate a bad hire and an additional 6 weeks to restaff the position.
We’re pleased to announce the recent addition of 17 assessments designed to help counsellors, therapists and other professionals investigate and diagnose a variety of mental health disorders and personality traits amongst their clientele.
Given the fact that there are thousands of reliable, accurate, validated, and legal assessment options available to employers, it’s more than just surprising that so many articles written to help employers improve their candidate screening processes don’t even mention tests. Practically all of the ’best practices’ and tips listed in the articles are valid and helpful (see Endnotes). Where they’ve missed the boat is by overlooking the incredible benefit offered by pre-employment screening tools.
COD is pleased to announce the addition of the Work Styles Predictor. This custom-designed assessment will help organizations pre-screen applicants for entry-level and supervisory roles. The test is customized, with your direct input, and specialized for your...
If you’re struggling with employees with a poor work ethic, who take bogus sick days, who are untrustworthy, or who lie, cheat or steal, call us. We have the solutions that you’ve been searching for.
“Increasing the percentage of females or racial minorities in corporate workforces are goals often pursued by firms devoted” to Diversity, equity, and inclusion (known as DEI) and it has gained great prominence in recent years. More and more companies are trying to apply DEI to their hiring practices. Opponents claim that this tends “to advance the mingling of racial or sexual identity with critical hiring decisions, leading to a decline in overall profitability and efficiency as efforts to hire the most qualified candidates are deprioritized.”
Almost 75% of employers are, or will be, experiencing hiring challenges in 2023. This isn’t news. Forbes[i], Benefits Canada[ii], LinkedIn[iii], The Guardian[iv] and others offer articles full of disturbing survey statistics and trends and itemize the problems that...