Tax Tips for 2006 - This Will Shock You
While 90% of the U.S. population is bemoaning the quickly approaching April 15th tax deadline, I am waiting for my gift from the IRS. I big fat refund. How you ask? I take advantage of the one last tax shelter available to the average person. Before I tell you my best tax tips for 2006, I'd like you to be aware of a couple of things.First, do you realize that what you pay in taxes each year is your number one expense?! In fact, the average employee works the first five months of the year for Uncle Sam for freer efforts to secure hires that are better fits for their companies. Their use may extend well beyond the hiring phase as well — some companies use them to help coach and train their existing employees, or utilize the assessment data to pair or gWhatever happened to the days where getting a job meant mailing a resume to a few dozen different places and waiting to be called in for an interview? Once you got your foot in the door, all that was left to do was impress someone sufficiently enough to get a job offer. Pretty simple stuff, relatively speaking. A little paperwork, a little talk — and maybe a job after that.

Today's recruitment strategies are changing though, particularly when it comes to higher-level jobs. Employers now use a variety of additional assessment tools to ensure they make smart hires that stick around. With a shrinking workforce to choose from, on top of the high cost of recruiting, don't be surprised if you're asked to complete a skills inventory or a personality assessment the next time you apply for a job.

A Growing Trend
According to recent research, approximately 60 percent of companies have increased their use of behavior, personality, and skill assessments in their efforts to secure hires that are better fits for their companies. Their use may extend well beyond the hiring phase as well — some companies use them to help coach and train their existing employees, or utilize the assessment data to pair or gr

nough to get a job offer. Pretty simple stuff, relatively speaking. A little paperwork, a little talk — and maybe a job after that.

Today's recruitment strategies are changing though, particularly when it comes to higher-level jobs. Employers now use a variety of additional assessment tools to ensure they make smart hires that stick around. With a shrinking workforce to choose from, on top of the high cost of recruiting, don't be surprised if you're asked to complete a skills inventory or a personality assessment the next time you apply for a job.

A Growing Trend
According to recent research, approximately 60 percent of companies have increased their use of behavior, personality, and skill assessments in their efforts to secure hires that are better fits for their companies. Their use may extend well beyond the hiring phase as well — some companies use them to help coach and train their existing employees, or utilize the assessment data to pair or g

ers now use a variety of additional assessment tools to ensure they make smart hires that stick around. With a shrinking workforce to choose from, on top of the high cost of recruiting, don't be surprised if you're asked to complete a skills inventory or a personality assessment the next time you apply for a job.

A Growing Trend
According to recent research, approximately 60 percent of companies have increased their use of behavior, personality, and skill assessments in their efforts to secure hires that are better fits for their companies. Their use may extend well beyond the hiring phase as well — some companies use them to help coach and train their existing employees, or utilize the assessment data to pair or g

entory or a personality assessment the next time you apply for a job.

A Growing Trend
According to recent research, approximately 60 percent of companies have increased their use of behavior, personality, and skill assessments in their efforts to secure hires that are better fits for their companies. Their use may extend well beyond the hiring phase as well — some companies use them to help coach and train their existing employees, or utilize the assessment data to pair or g

r efforts to secure hires that are better fits for their companies. Their use may extend well beyond the hiring phase as well — some companies use them to help coach and train their existing employees, or utilize the assessment data to pair or group workers into effective teams.

The cost of replacing an employee, particularly one in an upper-management position, can average three to five times their annual salary, but many employers have found that pre-employment assessments can save them significant amounts of time and money. Since studies show that personality assessments can be a reliable predictor of an individual's fit with a company and of their overall performance, it makes sense that some companies are willing to invest in such screening tools to save themselves money in the long run.

Certainly, assessment tools aren't the only thing being used as part of the hiring process and most employers will admit that they may or may not be the deciding factor when it comes to making a hiring decision. Results of an assessment test may contradict or completely support the conclusions of an interview, but ultimately the employer makes a decision based on what they feel is best for their company. Ho