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	<title> &#187; Pre-Employment Assessments</title>
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		<title>Creating an interview plan</title>
		<link>http://www.tetrics.com/2014/08/creating-an-interview-plan/</link>
		<comments>http://www.tetrics.com/2014/08/creating-an-interview-plan/#respond</comments>
		<pubDate>Thu, 07 Aug 2014 22:14:24 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.tetrics.com/main/?p=1352</guid>
		<description><![CDATA[&#160; Interviews are a helpful way to gather information about potential employees. When done properly, they can yield information which would be unavailable through methods such as assessments or resumes. However, running interviews without first creating a plan can allow a variety of potential issues to arise. One of the biggest criticisms of interviews is [&#8230;]]]></description>
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		<title>What is Adverse Impact and why  you should care.</title>
		<link>http://www.tetrics.com/2014/05/what-is-adverse-impact-and-why-you-should-care/</link>
		<comments>http://www.tetrics.com/2014/05/what-is-adverse-impact-and-why-you-should-care/#respond</comments>
		<pubDate>Thu, 29 May 2014 20:43:17 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Adverse Impact Analysis]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>
		<category><![CDATA[Adverse Impact]]></category>
		<category><![CDATA[assessment development]]></category>
		<category><![CDATA[Test deveolpment]]></category>

		<guid isPermaLink="false">http://www.tetrics.com/main/?p=1247</guid>
		<description><![CDATA[&#160; What is Adverse Impact and why as an HR person you should care. Adverse impact relevant to any hiring plan, as it can appear without warning or intent. Beyond simply the intent to discriminant against a particular class (gender, ethnicity, etc.), adverse impact occurs when a measure used for decision-making (be it an assessment [&#8230;]]]></description>
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		<title>How to effectively use performance feedback to fully develop employees</title>
		<link>http://www.tetrics.com/2013/11/how-to-effectively-use-performance-feedback-to-fully-develop-employees/</link>
		<comments>http://www.tetrics.com/2013/11/how-to-effectively-use-performance-feedback-to-fully-develop-employees/#respond</comments>
		<pubDate>Wed, 13 Nov 2013 17:35:52 +0000</pubDate>
		<dc:creator><![CDATA[Jill May]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1157</guid>
		<description><![CDATA[How to use performance feedback to develop employees As we have seen in our series on performance management (PM) systems, they can bring many benefits to the organization if properly implemented. So far we have focused on creating an effective new system, different types of PM, legal defensibility, and training raters. One excellent application of [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Talent alignment not management is what you need.</title>
		<link>http://www.tetrics.com/2013/05/talent-alignment-not-management-is-what-you-need/</link>
		<comments>http://www.tetrics.com/2013/05/talent-alignment-not-management-is-what-you-need/#respond</comments>
		<pubDate>Mon, 06 May 2013 16:02:57 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Organizational Assessments]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1144</guid>
		<description><![CDATA[Talent Alignment and not management. There has been lots of talk by big wigs about managing talent. The reality is it is more important to align the talent with organizational goals rather than manage it. Management means you deal with it though it is not perfect. However alignment means all the talent is doing their [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Which is Worse? Not Asking at All, or Asking the Wrong Questions?</title>
		<link>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/</link>
		<comments>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/#respond</comments>
		<pubDate>Thu, 25 Apr 2013 19:54:06 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Adverse Impact Analysis]]></category>
		<category><![CDATA[Blog]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1142</guid>
		<description><![CDATA[Let me answer your question in the most straightforward way. Asking the wrong questions is worse than not asking any questions at all. Teachers, professors and even parents have been harping on us for most of our lives to engrain within us that there are “… no are no stupid questions” to be asked. In [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>4 Best Practices for Asking the Right Questions</title>
		<link>http://www.tetrics.com/2013/04/4-best-practices-for-asking-the-right-questions/</link>
		<comments>http://www.tetrics.com/2013/04/4-best-practices-for-asking-the-right-questions/#respond</comments>
		<pubDate>Thu, 18 Apr 2013 17:41:27 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1140</guid>
		<description><![CDATA[4 Best Practices for Asking the Right Questions &#160; As you already know, asking the right question(s) are important to get the information you need to know to make decisions. By understanding something or someone fully, we can be empowered by making decisions that are based on real data, rather than misinformation. After you have [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>The Importance of Asking the Right Questions</title>
		<link>http://www.tetrics.com/2013/04/the-importance-of-asking-the-right-questions/</link>
		<comments>http://www.tetrics.com/2013/04/the-importance-of-asking-the-right-questions/#respond</comments>
		<pubDate>Wed, 10 Apr 2013 19:14:33 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1138</guid>
		<description><![CDATA[Questions are the lifeline and driving force behind all organizations. Through questions, a company and its team can determine important objectives and align performance measures that are based upon those goals. It is not so much about the questions, but more about the answers that will be revealed through the process of asking. For example, [&#8230;]]]></description>
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