The Praice Blog

Never miss out on interesting recruitment insights

October 11, 2016

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

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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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

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 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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March 31, 2016

Hire like Harvey Specter.

Hiring your employees like Harvey Specter can give you several advantages.

by Ieva Melke

Harvey hires Mike despite the fact that he has no experience. Instead, he sees the talent and personality. It turns out to be the best decision he’s ever made. If you want to hire like Harvey Specter you should be able to read the CV as a story, not as a checklist.

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March 24, 2016
How to find the best fitting screening criteria.

Is the screening criteria fitting the position and team you are hiring for?

How to sort candidates based on screening criteria like education, job experience and personality.

by Christian Høeg

Determining the initial screening criteria is paramount when you have a significant amount of applications. Would you screen candidates based on education, previous job experience or personality?

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March 17, 2016

Stop telling your applicants what you want to hear from them.

How to avoid receiving copy-paste personality traits in cover letters.

by Christian Høeg

Selecting the right candidates based on culture-fit and personality traits early in the recruitment process is essential. Therefore, in order to avoid receiving cover letters that directly quote your job ad, consider adding the following to your recruitment strategy.

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