The Praice Blog

Never miss out on interesting recruitment insights

October 11, 2016
A cropped shot of people from different countries smiling together in a multitude of portraits

Are you building a relationship with your applicants?

Don’t waste your applicants!

by Christian Høeg

The employment market continues to tighten, and it’s becoming increasingly difficult for employers to find the high quality and skilled candidates that meet a company’s needs. Companies will therefore need to become increasingly inventive to attract valuable candidates.

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September 29, 2016
Group of six young people discuss something with smile while leaning to the table in office

Pre-assessing personality has never been easier

With a principal in mind, we call: “The just enough principal”

by Christian Høeg

About 2.5 years ago – when the idea of building Praice for personality assessment came to mind – the main problem we wanted to solve was the fact that knowledge about another person was based on self-reporting. An approach giving a biased and potential misrepresentation of the individual.

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September 9, 2016
hire on emotional intelligence

Be confident – you don’t want to hire a psychopath

There exists >60.000.000 people that have superficial charm, are egocentric, have a lack of self-insight, and act untruthfully

by Christian Høeg

Say Lisa is described as collaborative and this description coincides with your perception of Lisa – either after having read about her or met her in person.
Now, are you 100% convinced that Lisa is collaborative?

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September 1, 2016
Screening criteria - education

Wouldn’t you have liked to meet Steve Jobs?

Screening on top GPAs and impressive CVs doesn't give you the 'scrapper'

by Christian Høeg

There are the many, who would say: “Well, I don’t think Steve Jobs wouldn’t have been a good employee”. My two cents on this – you are too scared of someone challenging the status quo.

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August 23, 2016

Why your recruitment doesn’t get smarter

Signal and performance are never correlated

by Christian Høeg

You spend thousands of dollars in financial and physical resources to make a hire, but where is all the data you acquired to make the decision?

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August 4, 2016
High angle shot of a group of businesspeople meeting together in an office lobbyhttp://

Self-promotion or peer review?

Let your recruitment strategy be inspired by services like Airbnb, GoMore, and Uber.

by Christian Høeg

Airbnb, Yelp, IMDb, GoMore, and Uber have created a unique service where the individual actor’s exposure doesn’t rely on their own self-assessment, but instead on the peers’. The same should be done in recruitment.

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June 15, 2016
Shark personality

A shark’s choice of prey depends on its personality

Know your employees and why they perform

by Christian Høeg

What determines whether a person will close a sale – or what drives a person to collaborate – depends largely on personality! Not grades, not previous experience, nor logic. This is why personality of people is extremely valuable knowledge in the recruitment process, and as such is essential in finding the best and right performers for your organization.

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June 2, 2016

5 reasons why personality tests are not the best choice in recruitment.

Based on research by © Lars Lundmann

by Mathilde Nærland

In Denmark, 40-70 % of private and public enterprises use personality tests when recruiting new employees. Such high percentages inevitably indicate that personality is considered significant in recruitment. However, research done by Lars Lundmann suggests that personality testing is rather problematized in a sense that it is impersonal, ambiguous, and based on faulty perceptions of personality.

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April 21, 2016
Candidate references Praice

How many references do you need when making a hire?

The answer is simple: “You can never have too many”.

by Christian Høeg

How many references should you gather for your next hire? The answer is simple: “You can never have too many”. So get in there and start contacting.

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April 7, 2016
Ethical Recruitment

Are you doing ethical recruitment?

How technology can make your recruitment more ethical.

by Andreas Christiansen

Most companies understand ethical recruitment as giving a fair chance to every candidate. The problem is that it is too general a goal to actually be useful in practice. When are you in fact giving an applicant a chance? When you have spent two minutes going over their CV? When you have checked their application for spelling errors?

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