Talent Acquisition

Employee Experience more important than ever!

You can't avoid the topic: employee experience and trends like employer branding, employee journey, candidate experience and employee centric. It is clear that the employee is central in 2018.

- The first blog in a diptych about Employee Experience & the Employee Journey -

The year of the employee. This means that we as an organization must take good care of our own employees. As an Employer Branding Specialist, I am therefore regularly present at events with these themes. For example, I was present at the event Inspiration for Employee Experience on January 23rd, the first event in the Netherlands focusing on the so-called ‘EX’. That is why I would like to share my expectations for the future with you. At the start of next month, we will also map out the most important trends for 2018 in the area of the entire employee journey.

‘For years, marketing has been about the Customer Experience, the brand and the product of the company. 2018 is the year of the Employee Experience.’

Challenges for HR

Employee Experience is the new challenge for HR. 88% of HR managers worldwide see Employee Experience grow in importance in the coming years (survey KennedyFitch, 2017) via Happy People Better Business. And that makes sense, because happy employees ensure happy customers.

When I received a LinkedIn invitation from Heleen Mes to become a member of the Employee Experience Netherlands / Belgium group during the middle of last year, I found it cool to see that more and more attention is being paid to the journey that every new employee has to make and what is important to facilitate as an employer. Upcoming time I am going to talk with Appical colleagues and customers to map their employee journey and I will look for best practices for their biggest challenges in this area.

7 reasons to start with employee experience

  • Our organization has difficulty attracting talent.
  • We spend a lot of time onboarding new employees and would like to use an interactive platform to make this more fun and easy for both the new hire and the manager.
  • We are working on our ambassadorship internally, but this is difficult because we do not have a specific story. Each department does this in its own way. Often the responsibility for onboarding lies with the supervisor, but we want everyone to get the same ‘generic’ part (see organizational story).
  • We want to put the employee more central and encourage us to provide useful feedback from the first day or even before that.
  • We want to connect more and more online and offline. We see an increasing need here, both for young professionals and for all our other employees.
  • Certain training courses come back annually. We also want to bring this in a more interactive way than through the intranet, from static to dynamic.
  • As an organization you always have to deal with turnover. That is not bad, but we would like to secure knowledge and ensure that someone leaves us ‘happy’ and would recommend us.

Event – Inspiration for Employee Experience

Personally, I was very curious about the challenges and trends that exist among colleagues in the HR field. ABN Amro, a Dutch Banking company, talked about how employees experienced their career at the bank and how they are distinctive in this. Mars (known from many chocolate brands) talked about the integration of values as a condition to make a difference for employees and how they recognize internally, initiatives and contributions. Oracle talked about the latest technologies that can contribute in this process and JvH Gaming was named Best Managed Company 2017 and told how successful onboarding contributes to internal and external success when it comes to the employee journey. JvH Gaming has been using the Appical platform (pre- and onboarding) since July 2017 and we were therefore pleased to see that they wanted to share their experiences on their own initiative. We are very curious about what the entire employee journey looks like and how they will further professionalize this in 2018. The event ended with a ‘compliments session’ and I was happy to see how giving compliments strengthens the motivation in daily practice. The event honored its name. It was an inspiring event where sharing knowledge about the main topic employee experience was central and where you as HR manager, recruiter or marketing manager can immediately get started with!

Tips from Appical

The employee experience and what it delivers to put your employees first, have been longer under scrutiny. In case you were wondering if it was the umpteenth HR hype .. No! Companies that ignore the ‘hype’ will have difficulty getting their growth targets.

In my next blog I will tell you how good pre-, on-, and offboading contribute to your Employer Brand.

You will receive answers to the question of how you can shape your employee journey in order to recruit and retain talent. For example, asking yourself the following questions:

  • Why should I pay attention to the employee experience?
  • Why are a fair organization story and transferring your corporate culture so important?
  • What do I need to think about when I reach my target group?
  • What pain does a good pre- and onboarding process take away for HR and managers?
  • How does an onboarding process work exactly?
  • Why is it so important to organize offboarding properly?

Competency Based Assessment Design

Comptency Based Assessments.png

7 Steps Process

Organization Competency Framewoke based Assessments

We specialize in psychometric, cognitive, IT skills and other skill based assessments. Our solutions help organizations to scientifically create organizational competency framework based assessments that have a high correlation with future on the job performance. We use a bouquet of proprietary tests around cognitive, personality, behavioural and domain competencies to address business challenges and deliver our assessments through our state of the art proprietary secured cloud based platform.

Our solutions are being used today by over 1500+ organizations in 80+ countries globally (SAP (in 18 countries), Capgemini, Aquent, Sapient, Cognizant, Sears, 3M, Accenture, HCL, Polaris etc.) to fulfil their Pre-Screening, Campus Hiring, Experienced (Lateral) Hiring, Employee Engagement (through interactive “Contests”) and Learning / Development needs across a variety of job profiles, job roles and departments.

If you are in the market to for CUSTOM COMPETENCY FRAMEWORK BASED ASSESSMENTS please contact us here

6 Ways To Make Your Life Easier

The McQuaig System allows you to benchmark a role internally, recruit to the requirements of that role, develop your people based on their strengths, and retain your top performers.

How effective is your pre-employment assessment?

Job Match

Easy to understand and apply.

It is not only important to have an 'unbiased' pre-employment assessments as part of the recruitment process but also to have assessments that can be understood and used by 'line managers' and not just HR. 

Many times implementations fail because the solution is so complex that only 'certified' individuals can understand and use it. 

Download our sample report and see for yourself how easy it is to understand and use McQuaig's 'candidate' report by anyone. You do not need to be a certified psychologist or psychometrician to use The McQuaig Psychometric System!   


Look at you. You’ve interviewed a bunch of great candidates, you’ve got a few top contenders, and you’re pretty sure you know who’s going to be your first call for the new position. Nice work.

But there’s still a big challenge ahead: the moment your top candidate accepts the job, you’ll have to let the other applicants know that you’re moving forward with someone else. For many people in your position, this challenge is too overwhelming – and they end up ghosting the candidates who didn’t make the cut. But this leaves a sour taste in the mouths of people who might be great hires in the future. So what’s the most constructive way to communicate with these candidates?

The key lies in productive feedback.

Feedback means indicating things that were great about the candidate, and things they could improve upon. Was a sales candidate’s resume terrific, but their lack of research about your company a turn-off? Was an accounting candidate unqualified for the management position, but perfectly suited for a junior role? These are great things to let candidates know in general, but it also indicates that you care about seeing them succeed. It may encourage them to apply for a different position at your company in a few months or years – and if their next application lines up with the feedback you provided, your hiring timeline might jump ahead by a few days or weeks.

Pro Tip: Check out this infographic for a 7-step hiring process that improves accuracy and efficiency!

Providing feedback can also leave things on a more positive note with the candidates you don’t select. Since people are more likely to vocalize negative experiences, the last thing you want is a candidate posting all over the internet about their awful experience throughout your company’s hiring process. Negative reviews can make future applicants apprehensive – and even if you’re not hiring now, you will be later. Make sure you’re not missing out on hiring the right person before the job listing even goes live. Shopify has a great article about improving candidate experience for everyone - not just the person you end up hiring.

If you use a suite of assessment tools like McQuaig, you should be able to generate a feedback report in a couple of seconds and email candidates in just a few clicks. Plus, a feedback report can help with coaching the person you end up hiring. It’s also easy to write a few quick emails that highlight the positive aspects of each candidate’s application, and a small number of areas you think would make them better suited for your particular role.

More often than not, productive feedback can go a long way. At worst, you haven’t left candidates wondering if they’ll ever hear back from you – which can create long-term resentment around your company brand. At best, you’ll have a highly-qualified candidate who’s already confident in your hiring process the next time you’re looking to hire the right person. What are you waiting for? It’s time to start making the hiring process better for all of your candidates – even the ones who don’t make the cut!


The end of the hiring process can sometimes be as stressful as the beginning – especially when your top candidates all seem like a strong fit for the job. Wouldn’t it be easier if the perfect candidate rose to the top each time?

Unfortunately, that’s often not the case, and hiring managers are left with some tough decisions to make. So what's the trick to choosing between two (or three or four) equally qualified candidates? Well, there are many opportunities to streamline your recruitment process to ensure you're hiring the right person, but here are three critical factors to consider when you’ve narrowed it down:

Job Match

The first thing to look at is how each candidate stacks up against the job profile for the role. If you use something like McQuaig personality assessments, this step is pretty straightforward: simply generate a report that compares the candidates’ personality profile against the temperamental requirements of the role. In a few seconds, you should see if the candidates are a strong match, a potential match, or if they don’t really match at all.

If you don’t use personality assessments, this step is still pretty simple: based on your candidates’ interview answers, try to match up their responses to elements of your job description. It’s important to revisit the job description or job profile after each step of the hiring process, to stay focused on what matters in the role, and to more accurately pick up on great opportunities or potential warning signs. Revisiting your information - instead of going off of gut feel or your memory of the interview - is a critical step that often gets overlooked. But it can typically reveal information that's vital in pinpointing and hiring the right person.

Pro Tip: We built a job description template that you can fill out in 20 minutes or less - check it out here.

Interview Answers and Candidate Interest

Standardizing your behavioural interview questions is a great way to level the playing field between candidates. Getting them to answer the same set of core questions can help you easily see where surprising differences may exist. Revisit each candidates’ answers as you make your final hiring decision – and remember to line questions up with critical elements of the job description. This way, you’re always aware of what’s most important in the job, and it becomes easier to see where some candidates excel and where others may not be so effective.

Revisiting interview responses is also a great way to re-gauge candidate interest. Did one candidate provide great answers but seem uninspired? Did another candidate lack technical skill but have the right approach to solving the problems you need solved? Assessing these observations after the fact can help with hiring the right people the first time - and avoiding a turnaround surprise down the road.

Reference Answers

References are a terrific source of information if you ask the right questions. Similar to the interview, standardizing reference questions – and going beyond the traditional confirmation questions – can help solidify observations made during the interview. Tying reference questions back to the job profile is a great way to confirm not only what the candidate said in the interview, but also how their work was received from a more objective standpoint.

Remember that equally qualified on paper may not mean equally qualified in terms of temperament or personality. And technical skill doesn’t always indicate top performance on the job. Hiring the right people all comes down to keeping in mind what the role requires, both from a technical and a temperamental stance. So when your candidate list is whittled down and making a decision seems impossible, remember to revisit the core of what the job entails, and realign candidate responses to those requirements. After a little consideration, it might feel like the right candidate is jumping off the page!


Hiring managers are typically under a lot of stress – they need to hire the right employees quickly to fill vacant positions, or else productivity will start to plummet. Pressure from upper management, uncertainty in the hiring process, conversations around how to evaluate candidates, and much more can all lead to extremely high tensions. And high tensions can put certain people in the workplace into a perpetually bad mood. If only there was a way to make people happy again. If only there was some sort of solution that could help hiring managers find the people they need, easily coach them, and increase their team’s overall productivity.

Oh, right – there is. Here’s how the implementation of personality assessments can boost your hiring manager’s mood. Because when the boss is happy, aren’t we all happy?

They find what they need

Let’s face it: hiring managers may not be the best at recruiting because they don’t do it all the time. In fact, Workopolis has a great blog post about common interviewing mistakes that hiring managers can sometimes. Unless they’re in a high-growth phase (which is awesome) or experiencing a lot of turnover (which is not so awesome), they’re not constantly filling positions. Just like anything, practice makes perfect – and without routine practice, it’s easy to make mistakes. Personality tests can help hiring managers a) figure out who they’re really looking for, b) match candidates to the kind of profile that the job requires, and c) conduct better interviews to get the information they need to make that determination. If you find a test that’s easy to complete and understand (yes, they do exist!), then it might even be a little fun. Finding what they need and injecting a little fun into their day might just be enough to crack a smile.

It makes coaching easier

Coaching is something that a lot of managers really struggle with. Each person on their team requires a unique communication approach, and really knowing the nuances of those approaches is not an easy thing to do. But personality assessments can spell this out for them, with some even providing a straightforward list of do’s and don’ts for how to best manage each employee. Any time you’re making their life easier, you’re working your way into a hiring manager’s heart.

Their team’s productivity increases

A manager’s success is ultimately measured by their team’s effectiveness. If you can help them improve productivity, there’s no way you’d be on their bad side! Personality assessments can help managers to coordinate tasks by leveraging employees’ natural strengths and fostering more efficient communication. You’ve probably seen it on your own team: when people are doing what they’re good at, and they’re communicating well, engagement and productivity tend to go up. The manager’s role is to lead the team and get everyone jiving together. If you arm your hiring managers with the right resources to do this, they can get the most out of their team – which helps to make them look good.

Achieving hiring manager satisfaction may not be the easiest thing to do, but personality assessments can definitely help you get there. Who knows – you might even get a bonus for all your efforts!

I mean, we can dream, can’t we?




There seems to be some common, standard interview questions that always get asked during interviews – ones that seem to be popular but aren’t always effective. “What’s your greatest weakness?” “Where do you see yourself in five years?” “Why should I hire you?” These questions might provide a little bit of insight, but they’re not great indicators of future behaviour – nor do they help to identify whether a candidate has the right personality for the job.

In many cases, asking a candidate about their weaknesses is not really a question about their weaknesses – according to The Interview Guys, it's a way for potential employers to see how self-aware their candidates are. it’s asked to evaluate the self-awareness of the candidate. And asking candidates about their plans for the future is really just a roundabout way of seeing if they’re planning on sticking around for long. But these are boilerplate questions that were probably invented around the same time as the interview itself. Candidates know how to answer them in a way that makes the interviewer happy, so the value that can be gleaned from them is relatively minimal.

There are better ways to find the answers you’re looking for, while also getting insight into the kind of value that a candidate could bring to your organization. Discussing a candidate’s successes - instead of where they’ve previously failed - fosters a sense of contribution to your organization, and you’re more likely to hear success stories that correlate closely to the position you’re interviewing for.

“What can I tell you about our company and this position?” “If you envision yourself in this role, what do you see could be your biggest challenge(s) at the beginning? What approach would you take at the start of this role to tackle these challenges?” “How does this role align with your career plans?” “What work experiences do you feel will support you in this role based on your understanding of the outline?”

These questions provide valuable insight into a candidate’s knowledge and awareness about your organization, and how prepared they are for the interview. It also offers up scenarios to visualize how the candidate would work in the role, and how thoroughly the candidate considered the requirements outlined in the job description and job profile. The more they can articulate that they truly understand the role, beyond just the basic day-to-day tasks, the clearer it is to see how they’ll handle the position. These kinds of questions also allow candidates to display how they solve problems, come up with solutions, and provide information in a clear and timely manner. With questions like these, it's also easy to use the SARR method to clarify answers and get more details.

When you run your next interview, try avoiding some of the clichéd questions. Instead, use a few questions that really validate the candidate’s ability to fulfill the role and become a valuable addition to your organization. If you’re stuck on ideas, the right personality assessments include interview questions that you can ask. Verify if your candidates’ strengths fit what the position requires, and if their personality aligns with the temperamental requirements of the job. This approach avoids focusing too much on the negatives, and it also helps to avoid canned responses. But most importantly, it gets more value out of your interviews, and provides a more comprehensive view of your candidates.


To schedule an in-house demo or try McQuaig for FREE contact us on: Psychometrics@hr-email.com 

Video Interviewing: Navigating Recruitment Success

So, you’ve brought a new software platform on board, you’re all set up – now what? The necessity to attain fantastic customer service is at its highest point during the use of any software platform. That’s why, after initial setup and implementation with Sonru video interviewing, our Client Success Team push this forward and start building on reputable service delivery throughout the recruitment process.

Rolling it Out Internally

We recognise that it’s not always so quick and simple to get everyone on board with a new idea or technology within your organisation. The Client Success Team at Sonru come equipped with guides, tutorials and training for all client departments to eliminate any worries or woes and to allow everyone to put their best foot forward from the very beginning. We have extensive experience getting Hiring Managers involved to facilitate their participation in the video interviewing process as much as you require. Sonru is not a one-shot service, but instead a flexible solution, adapted to our clients’ specific needs. We’re on-hand throughout the video interviewing process to guide you not only on how to usethe technology, but also on how to improve the process as you go along.

Candidates are not to be forgotten about either. We pave the way to make sure candidates have a smooth-running experience from the very start, and 95% of candidates would complete a video interview again! To eliminate the concerns that any candidates unfamiliar with the platform may have, we have a dedicated library of candidate tips ready to rock so that candidates have a pillar of support throughout their video interviewing journey, too!

Supporting Seamless Recruitment

Apart from designating a Client Success Manager to our clients from the get-go, we also have a full team of 24/7 in-house support experts on hand via phone, email and live chat to guide all clients and candidates when they need. We recognise that time is of the essence and are very proud to have a committed support team who surpass all industry benchmarks for technical support response times.

Throughout the video interviewing process, it’s all eyes on you! Based on client feedback and evolving recruitment needs, we enhance the Sonru platform continuously, with all system upgrades provided at no extra cost.

It’s an honour as part of the Client Success Team to deal with a diverse range of clients across the globe, and to know that our every day aim is worthwhile in making them feel as comfortable, enthusiastic and excited as possible when using Sonru. Software as a service cannot simply be a once-off interaction with your provider. Our team is here to build relationships and nourish client partnerships throughout every step of the video interviewing process!

To Schedule your Sonru Demo please contact us here.

Francesco Roccuzzo, Client Success Manager at Sonru, weighs in on video interviewing rollout, support and getting the very best out of your Sonru video interviewing journey.

INTRODUCTION TO MCQUAIG - A Three Part Video Webinar Series

Now What?

As a McQuaig customer, you understand the lifelong value of assessment tools and how they can enhance the hiring, professional development, and retention of your employees. But you might be wondering exactly how to use your new McQuaig tools to their fullest. We wanted to make sure you're feeling confident in the tools you're about to use, so please enjoy these three short videos to get acquainted with McQuaig, our philosphy, and some orientation on our suite of products. If you have any questions, your Client Success Manager would love to hear from you!

Chapter 1

The Theory

Chapter 2

The McQuaig 3-Step Process

Chapter 3

Team Effectiveness & Succession Planning


For more information on The McQuaig Psychometric System or to schedule a demo, contact us here or simply drop us an email on Psychometrics@hr-email.com

Applicant Tracking System Checklist - What Features Do You Value Most?

In the HR tech world, we’ve run across two main camps of recruiters and employees who hire:

  1. Those that been fumbling around in a legacy ATS for the last five or ten years, and
  2. Those who read that sentence like, “A what? An ATS? Apartment Therapy Session? Agile Training Support?”

That’s applicant tracking system, for the record.

If you are based in ME / GCC region you can schedule your demo here

To the beleaguered HR Managers and seasoned recruiters of the world, watching the newest recruiting and hiring tools gain mass adoption through ease of use and simple, online interfaces is only a little bit gratifying,

“Sure, anybody can recruit when the platform makes it that easy. You should have seen it in my day, kids.”

(Ahem, 2012)

To the startup founders, the design leads, the marketing managers and the department heads facing their first few rounds of hiring, an applicant tracking system isn’t even in their vocabulary,

“Isn’t there something better than Google Sheets for this? Where’s the app for managing my hiring process?!”

No matter which camp you belong to, you’re going to want to decide which ATS features will be the most valuable for you – your team, your business, your clients.

While we’d love it if you graded Breezy on how cool our features are and the awesomeness of our people (very awesome), we would much rather ensure that you get an ATS that allows you to recruit and hire the way you want to.

With that in mind, here’s a free, no strings attached downloadable PDF of applicant tracking system features for you consider while you’re making decisions about the best solution for you and your team.


Not into downloads? The following button is a link to open the ATS features list in Google Sheets. To edit the list for maximum efficiency – e.g., copy/pasting the features most valuable to your team at the top, or blacking out integrations you wouldn’t use – head to File –> Make a Copy to add it to your own Google Drive.


You’ll be unsurprised to learn that Breezy HR gets a gold star on every feature listed above, but feel free to tell us what we’ve missed!

Is there a feature of the applicant tracking system of the future that you’d like to see?

If you are based in ME / GCC region you can schedule your demo here

Road to Career Pathing in Your Organization

Starting a career pathing program at your organization is not a difficult journey but there are checkpoints that need to be reached in order to complete the trip to your final destination. View this infographic to learn where you need to go and what you need to do when you’re on The Road to Career Pathing In Your Organization!




FREE DOWNLOAD: The Quick Guide to Hiring with Personality Assessments!

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I hate to tell you this, but if we’re being honest, there’s a good chance that you stink at interviewing. I don’t mean to pick on you specifically, but statistics don’t lie; study after study shows us that hiring manager make decisions based on interviews, and traditional interviews are just barely more effective than flipping a coin. So maybe you don’t stink at conducting effective interviews – but it certainly seems like a lot of us do!

Why is this? We all want to believe that we're good judges of character. We think we can trust our gut. We think that based on a traditional interview, we’ll be able to accurately predict future performance. Overwhelmingly, the evidence suggests that we’re wrong on all three counts.

You don’t have a lot of time with your candidate before making a hiring decision, so make that time count. Here are 7 steps to make sure that your next interview is an effective one:

Step 1: Prepare - What are looking for? Get key stakeholders to define job requirements such as education, experience and specific skills, as well as the dimensions that tend to be more difficult to assess, like behavioural requirements, the level of maturity needed, thinking ability and overall aptitude. One of the major contributing factors to the overall poor predictive ability of interviews is that they focus on skills and experience, not on passion, personality and ability.

You might find that some of the stakeholders have differing ideas of what is actually required for the role, and isn’t it great that we've discovered this prior to starting to source candidates? Once these characteristics are defined and agreed upon, we’re ready for Step 2!

Step 2: Screening - Who makes the first cut? Use the information gathered in Step 1 to create a strong job posting. As the applications start to come in, focus on assessing necessary skills, experience and education only - behavioural qualities are impossible to assess by viewing a resume. Once you’ve identified your top candidates, conduct a brief screening interview over the phone. Be clear on what the overall goal of the conversation is - what are you trying to learn? The most important thing is to clarify any job-related skills that we have questions about.

Step 3: Employee Assessments - If employee assessments are part of your hiring toolkit, now is the time to use them! A common mistake is leaving assessments until far too late in the hiring process. Use them as a guide to complement your decision-making process. Assessments can be very impactful in helping us understand those hard-to-assess qualities that we’ve defined as necessary for the role, such as temperament and cognitive ability. Time and again, research tells us that these are the keys to predicting future performance. If you want to know exactly what to explore once you and candidate meet face to face, it’s important to assess candidates before the interview.

Step 4: Conducting the Interview - In Step 2, you looked for confirmation of job-specific skills and abilities. In Step 3, you were given insight into your candidates’ temperament, aptitude and maturity. The interview is your opportunity to explore any potential gaps and get a more comprehensive view of how candidates have overcome any of their temperamental weaknesses. Make sure to use standardized behaviour-based interview questions, and remember to probe if you need more information. Many high-quality assessment tools will provide you with behaviour-based questions that are specific to the results of the assessment.

Step 5: References - We all know how important references are, but too often they’re approached as an administrative task - viewed as something that we have to do for the sake of compliance when our heart has already decided on a candidate. Don't make this mistake! To get the most out of your reference conversations, ask some strong behaviour based reference questions that relate to your candidate. References can provide a wealth of valuable information about your candidate, much more than just the standard dates of employment and rehire status.

Step 6: Decision Time! - Making your decision is not something that you do by gut feel - it should be an objective process where you tally each person’s scores and look at their areas of strength and potential weakness. This is vital to making the right hiring decision and it’ll increase the odds of making the right decision dramatically. Once your decision is made it’s time for the final step!

Step 7: Follow Up - You promised your candidates that you’d follow up with them when they met with you for their interview, so now it’s time keep your word. A positive candidate experience for all employees is important to your brand, and it can have a major impact on your future recruitment activities - so make sure you honour your commitment to your candidates and follow up with them!

If we conduct strong, structured interviews and correctly incorporate assessments into the hiring process, we’re not just flipping a coin to make a hiring decision. Instead, the decision gets made based on hard facts. You might not be able to hire the right person 100% of the time - I’d like to find the person who can do that! - but you’ll be able to dramatically increase your success rate. And once the success rate starts to go up, you’ll see the positive impact not only on your next successful hire, but on your entire organization!

Dubai Airports Innovates Talent Acquisition through Sonru Video Interviewing


(pictured: Matthew Windett – Director Talent Acquisition with his team at Dubai Airports)

Dubai Airports, owner and operator of the world’s busiest international airport Dubai International, has signed an agreement with Sonru, the leading provider of video interview technology, to support the assessment of candidates seeking employment with the airport operator.    

“Innovation is central to Dubai Airports’ talent acquisition process and considering our growth targets for the coming years we had to move out of traditional recruitment practices and innovate our process for greater efficiencies. Sonru’s VI Solution will not only help us reduce cost per candidate but also improve our response times in first stage screening of applicants and live panel interviews. Through our innovative strategies, we will continue to be the best in business” said Matthew Windett – Director Talent Acquisition at Dubai Airports.

“I am pleased to Welcome Dubai Airports to Sonru and look forward to working with Matthew and his team” added Danish Haidri – MD MENA @ Sonru.

About Sonru:

Sonru is the trusted global leader and pioneer of automated online video interviewing for screening candidates.

Sonru enables recruiters to replicate a live interview by replacing early-stage phone, Skype or face-to-face interviews. Interviewers and candidates are not online at the same time. Forget about scheduling interviews, time zone restrictions, no shows and unsuitable candidates. With tailored screening questions, recruiters can immediately screen out candidates that do not meet their criteria, selecting only the most suitable candidates.

Meet the best candidates earlier in the process, assess their fit, personality, drive and motivation while saving time and money. 

For more information on Sonru please contact MENA@SONRU.COM or visit www.sonru.com

About Hamilton Resourcing:

Founded in 2009 Hamilton Resourcing’s mission is to bring latest Global HR Tech & Innovations to organization in the ME Region. Hamilton Resourcing also provides executive talent acquisition services, pre-employment testing with over 200+ certified assessments (psychometric, cognitive, Game-based testing, Integrity & Microsoft Office) as well as competency development solutions.

Hamilton Resourcing is the exclusive Middle East and North Africa partner for Sonru. 

For more information on Hamilton Resourcing please contact us on info@HR-Email.com or visit www.hamiltonresourcing.com

Hiring Effective Sales People in 2016!

The Ultimate Guide to Hiring Effective Sales People

Statistics show that 80% of sales require at lease five follow-up calls, and 44% of sales people give up after one. How can you tell if the candidate you're considering will go the distance? It's not likely from the interview. Research shows that interviews are only accurate predictors of future success 14% of the time.

You need to know what traits will signal future success and how to tell if a candidate really has them.  

In this eBook, you'll learn:

  • The most common trait of successful sales people and how to assess for it
  • The most effective interview strategy for hiring winning sales people
  • How a candidate profile increases hiring success
  • What to do when you hire the wrong person

Download this free eBook and get started finding your next Top Producer now! 

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WEBINAR: A look at Game-based Assessments | Theme Park Hero

Theme Park Hero

A look into game based assessments and our assessment Theme Park Hero.

Game-based assessment is the first serious deviation from the traditional testing approach, forming the next evolution of psychometric testing and offering a vast array of advantages including improved brand perception, engaging experiences and advanced data streaming, capture and analysis.

Listen to Jason Blaik (Head of Psychology) in this insightful webinar as he takes you through:

  • The positive impacts that game-based assessments have had in the recruitment process
  • Advances in psychometric testing and the current state of assessments
  • The rise of gamification as an evolution of psychometric testing
  • Important concepts including design, motivation, flow, recognition, reward and play
  • The broader differences between traditional testing and game based assessments and including a developmental review of Theme Park Hero, Australia’s first game-based assessment