Uncover What Great Leaders Do Differently Than Other Leaders

Posted by  Alli Besl

great-leader.jpgWe all know that having great leaders is a critical piece of success for all organizations. However, less clear are the behaviors great leaders engage in that others do not. For that reason, we designed a research program to shed some light on this question. We had access to interesting behavioral criteria.

First, we were given permission to access an organization’s Success Coach feedback system. This system allows individuals to request feedback on various components of their job or work. For example, if someone delivered a presentation, they could leave the meeting and immediately send a feedback request to the meetings’ members to ask for information regarding how well they did on that specific presentation. Having this type of access to real-time feedback is important and useful for continued growth and development of both leaders and their subordinates.


Do Longer Employee Assessments Lead to Lower Candidate Engagement? [Video]

Posted by  Ted Kinney, Ph.D.



We're publishing our first ever vlog on the blog today! In this vlog, Director of Research and Development, Dr. Ted Kinney, and Research Consultant, Dr. Alli Besl, take a look at the relationship between employee assessment length and applicant reactions. The question they answer is: Do longer assessments lead to lower candidate engagement?


Ask the Expert: How Important Is Industry Experience When Hiring Leaders?

Posted by  Amie Lawrence, Ph.D.

ask-an-expert.jpgEditor's Note: This post is a question that we often receive from clients. We decided to have Select's Manager of Product Development, Amie Lawrence, Ph.D., give a detailed answer.


I have a couple of hiring managers who reject all leadership candidates who do not have experience in our specific industry. The problem is that we work in a niche industry and finding experienced candidates can be challenging. How important is industry experience when hiring leaders?

Dr. Lawrence's Answer:


Hire Leaders: Don't Just Promote Your Best Individual Contributor

Posted by  Christian Spielman

job-promotion.jpgA few days ago, I got a really interesting question from one of my clients. We were having a discussion about a lower-level leadership role that she needs to fill, and she asked, “What’s the most common mistake you see when filling this type of position?”

The answer was a no-brainer. Way too often, companies simply promote their best individual contributor into a leadership role. Unfortunately, not all individual contributors have the necessary skillset to be an effective leader.


Do High Assessment Scores Always Lead to Better Job Performance? [Whitepaper]

Posted by  Ted Kinney, Ph.D.

job-assessment.jpgThe relationships between employee assessment scores and critical outcome variables, such as job performance and turnover, are not always clear cut. It is important to understand that such relationships do not always follow the linear pattern that most assessment vendors assume. There are certain situations in which we are more or less likely to see that linear trend.

For example, as the economy continues to improve, we are seeing turnover rates on the rise. The reason being, there are more alternative employment options available to employees and they are often easily accessible via the internet. Employees literally have these alternatives at their fingertips. Under such conditions, we cannot make broad claims that hiring individuals based on top assessment scores will always lead to reductions in turnover.


6 Aspects of Emotional Intelligence You Must Consider When Hiring a Leader

Posted by  Christian Spielman

eq-emotional-intellgence.jpgWhen selecting leaders for your organization, there are several important characteristics to look for in a strong candidate. For example, you probably want a leader with good delegation skills, the ability to lead change, the ability to create a vision, and execute that vision. All of these are admirable traits for a leader, but they tend to be mostly task-oriented.

It’s important to consider these types of behaviors in a leader because of the direct impact on the bottom line, but it’s essential to remember that this is only one part of the equation. A successful leader must also lead a team of employees, so you can’t ignore the softer skills when assessing candidates. One particular area on which you should focus your efforts is emotional intelligence.


The Changing Nature of Performance Management

Posted by  Paul Glatzhofer

performance-management.jpgThe Society for Industrial/Organizational (I/O) Psychology recently released their 4th annual top 10 workplace trends. This list is meant to showcase the areas that I/O Psychologists believe are the most important to address for organizations in the upcoming year. Click here to read the full article.

While there is a lot of interesting information here the most interesting is the #1 trend. The “winner” was the changing nature of performance management. See below for an excerpt from the SIOP article:


3 Low Cost Solutions for Improving Your Company's Culture

Posted by  Lindsey Burke

culture-office.jpgMore and more, companies are realizing the importance of focusing time, money, and effort on their culture. You can offer the right paying job to any candidate, but without the right practices, values, goals, and other areas that make up a company’s culture, you can only retain a top employee for so long.

Most organizations understand that they should be spending time assessing leadership, reassessing pay/benefits, and talking more with employees about what changes they want to see, but often times, the subtlest, cost effective changes can mean the most. Below are three low-cost solutions to improving your company’s culture.


How a Job Analysis Can Help Your Startup Hire the Best Talent

Posted by  Alissa Parr, Ph.D.

startup-hiring.jpgDepending on where you live, new companies might pop up faster than you can imagine. Startup companies have big challenges. They need to establish themselves as a solid business, differentiate themselves from other companies, grow financially, the list goes on and on.

Once startups get a firm footing and are poised for expansion, the next challenge is actually hiring new talent. When you’re adding positions and human capital to startups, you need to be very strategic in your approach. You are in a position to bring in top talent that reflects your ideal company culture. The right hires will set your company up for success in the future. This means you need to develop a robust hiring process to recruit, identify, and retain high-quality individuals.

A job analysis is the core of every selection process. This analysis gathers detailed information on the required knowledge, skills, behaviors, and traits for the position you’re hiring for. Job analyses typically involve direct observation and detailed discussions with higher performing incumbents.


Our 5 Most Popular Blog Posts of 2016

Posted by  Mark Rogers

Countdown.jpgIt’s been another great year for Select International’s blog. We set new records for number of views, shares, and subscribers. That’s a direct result of our goal for this blog. We always try to create quality content that informs, educates, and sometimes entertains our readers. In 2016, we published 124 posts on this blog. That’s more than we’ve ever published, and it has really paid off.

With the year ending in just a few days, we thought it would be a good time to countdown our top 5 blog posts of the past year, just in case you missed any.

Let’s start with number 5…


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