Psychometric tests and quality recruitment
Sophia Garibaldi 3rd July 2020
Thinking outside the box-ticking
At all levels, recruitment can be costly and time-consuming. As such, employers understandably aim to maximise the benefits and minimise the frequency of the recruitment process. For the same reasons, improved staff retention is one of the highest priorities for our clients. For recruiters too, it is a sign of a successful hire, since strong retention strategy starts at the recruitment phase when companies look for compatible values in candidates alongside role-related skills.
Core competencies are the focal point during most recruitment processes, tested through competency-based interview techniques or by the assignment of practical projects. However, an increasing number of companies, particularly larger ones, have started
Research from the Recruitment and Employment Confederation suggests 42% of employers have 
Today marks eight years since MTA opened its doors to an eager media market. Although, as it turned out, the media market in 2008 was not that eager: within weeks, the global economic collapse had gathered pace and there was precious little investment in the industry. Timing has always been my strong point.
At the Mobile World Congress in Barcelona this year, Mark Zuckerberg made an interesting comment about what he looks for when making important hires.
In his 2011 AdWeek memoir on David Ogilvy, the advertising legend, Kenneth Roman 
Every week I talk to dozens of media business leaders about how they recruit senior executives. I ask them what the changing nature of business means for their hiring policies, what their recruitment challenges and pain points tend to be, and I also ask about the measures they take when they’re recruiting executives – the advertising they use, the contingency agencies taken on, and the headhunters they engage.
Here’s a potentially concerning development all media owners would be advised to keep an eye on: this week, the Financial Times revealed ‘several’ mobile operators are proposing to lock advertising on their networks, with one European provider preparing to do so before the end of this year.
As an executive search firm serving the media and information sectors, a large number of recent briefs have focused on hiring people to drive or assist transformational or cultural change within a client organisation.
As headhunters, one of the questions we get asked most (other than ‘how much is it paying?’) is ‘how is our company perceived out in the wider market?’ It’s something of which busy company directors can easily lose sight. In fact, I’ve been asked that question twice this week.