This commentary, authored by Modern Hire I-O psychologists and published in Industrial and Organizational Psychology, takes a practitioner’s view of theoretical discussions of the adoption of mobile technologies as an assessment modality.
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Royal Bank of Canada & Modern Hire
Royal Bank of Canada is one of Canada’s largest banks, serving 17 million clients across North America and 34 other countries around the world. With more than 86,000 employees, this global financial institution has a purpose-driven, principles led approach to delivering leading performance. As its’ client expectations shift as it relates to the digital world, RBC is dedicated to leveraging new technologies and creating an exceptional digital client experience. This dedication to leveraging technology to better experiences is now extending to its hiring process.
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American Convenience Store & Modern Hire
This client is a large, international chain of convenience stores with over 50,000 employees worldwide. Prioritizing diversity and leadership, this client is focused on giving their customers the best and most convenient experience while giving employees a place to lead and grow.
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Applicant Dropout: Completion Rate Drivers and Consequences
Candidates dropping out of the hiring process is a perennial source of anxiety for almost any hiring team. HR practitioners assume applicant dropout is caused by the process being too long, boring, or otherwise a turn off. Like almost any other aspect of hiring, applicant dropout can be systematically identified, analyzed, and understood. All of our clients worry aloud about applicant dropout at some point in our relationship with them. So because completion rates are important to our clients, they are important to us.