What Do the Different Levels of “Fit” Mean — Weak Fit
About 40–50 percent of all candidates who take our personality assessment end up scoring as a “weak fit.” All’s not lost with these candidates however — here’s why: Weak Fit — Snapshot: Weak Fit — Summary: A candidate may be rated as being a “weak fit” for one of two reasons: It’s important to note, […]
What Do the Different Levels of “Fit” Mean — Strong Fit
About 5–10 percent of all candidates who take our personality assessment end up scoring as a “strong fit.” These are quite rare; however, not necessarily automatic shoe-ins of course. Consider: Strong Fit — Snapshot: Strong Fit — Summary: There are few to be found in the “strong fit” category, with only 5–10 percent of candidates […]
What Do the Different Levels of “Fit” Mean — Distortion
When a candidate scores as “distortion,” this means simply means that the test wasn’t able to arrive at a valid fit score. This is because the system determined a lack of consistency, or even in some cases a lack of honesty, in the candidate’s answers to the questions on the test (i.e. perhaps a candidate […]
Five Tips on Employee Hiring from Jeff Lem, CEO of qdata
Last week we spoke with Julie Mitchell of Parcel Design about her best hiring tips. This week, we’re connecting with my friend Jeff Lem, CEO of qdata and President of Entrepreneurs’ Organization Toronto (EO/YPO). Jeff is an incredible leader and technology visionary who is not afraid of growth, nor sharing his views on employee hiring. Jeff’s company, qdata Inc., […]
Hiring Help from Jeff Goldenberg, CEO of Post Oak Productions
Earlier this month we spoke to Craig Morantz of Leed’s on his top five tips for hiring employees. Today, I’m excited to speak with Jeff Goldenberg, one of the sharpest entrepreneurial minds I know. Jeff’s company, Post Oak Productions, is a leading provider of live and virtual consumer training, currently focused on the gaming and culinary market. […]
