SELECT PERSPECTIVES BLOG

4 Reasons Why Phone Interviews Can Improve Your Hiring Process

Posted by  Vicki Marlan

phone-interview.jpgAccording to a recent SHRM survey, the average number of job openings that a recruiter is actively trying to fill at a given period in time is 40. HR professionals are master multi-taskers, but the volume of candidates applying to those requisitions likely translates to a very large workload! Even if a recruiter’s requisitions only attract 20 candidates each, it still means processing 800 candidates’ applications, likely in a short amount of time. After factoring assessments, online applications or resume reviews into the hiring process, the number of qualified applicants will likely drop, however, numerous candidates will remain in the queue for a recruiter or hiring manager to interview.

Unfortunately, the interview is one of the most time–consuming and costly steps in the hiring process. So what can be done to streamline the interview process? Consider adding a structured telephone or video screening interview, preferably after a candidate has completed an application or submitted a resume, and passed any required assessments.


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The Challenges Facing HR: An Interview with Patty McKay of AMN Healthcare

Posted by  Paul Glatzhofer

HR-Professionals.jpgI recently had the opportunity to chat with Patty McKay who is an HR Executive at AMN Healthcare in San Diego. Patty has over 25 years of experience in leading teams such as OD and Learning, Leadership and Professional Development, Change Management, Assessment and Selection, eLearning, and Sales Management. She has experience working cross-culturally and operating with the highest standard of personal accountability and transparency.

Patty’s specialties include Leadership Development, Coaching, Global Mindset, Cross Cultural Sensitivity, Organization Development, Strategic Thinking and Execution, Change Leadership, Systems Thinking and Synthesis, Behavioral Interviewing, Project Management, and Yoga and Fitness. During our discussion Patty and I chatted about the challenges she faces, globalization, and millennials, among other things. Read on for a summary of our discussion.


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The Power of Using Exit Interviews to Detect Turnover Reasons

Posted by  Lindsey Burke

exit-interviews.jpgWhen clients confess that they are experiencing a turnover problem, one of the first questions I ask is whether they have an exit interview or survey in place. Nine out of ten times, the answer is “No”, or “Not officially”. Given that turnover is so costly, it’s surprising to me that more organizations do not take the opportunity to learn directly from their ex-employees or soon-to-be ex-employees why they are leaving/have left. A brief sit-down or a request to take a 20-minute survey could give your organization the insight you’ve needed all along.

Exit Interviews/surveys can provide your company with the input and hard data you need to make decisions and needed changes. Exit data can provide a powerful edge when suggesting change needs to occur, especially with leadership teams and decision makers. For example, if exit data supports the idea that manufacturing employees do not feel safe on the production line, and thus, are leaving the organization, leadership and decision makers may be more willing to investigate the issue further and make needed changes.


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Are You Sabotaging Your Hiring Process by Setting Your Requirements Too High?

Posted by  Matthew O'Connell, Ph.D.

hiring_process-1.jpgOne of the strangest things I’ve seen organizations do (and there are certainly many weird things) is to set the minimum qualifications for a position much higher than is necessary. All this does is limit the number of potentially highly qualified candidates before they even review one resume or interview one candidate. Let me give you a quick example to highlight this.

Years ago I was working with a major medical device maker. We were planning the startup of a new facility and the room was filled with executives from the company. After we wrapped up our planning session they asked me if I could help them with a position they were having a hard time filling. I said, “sure!” They explained that they were having a really hard time hiring a Senior Balloon Engineer and wanted my suggestions.


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What You Need to Know When Identifying High Potential Talent: An Expert Interview

Posted by  Alissa Parr, Ph.D.

potential-success.jpgIt’s all too often the case that when you need to hire an employee, you need to move fast. By the time a requisition opens, the position has been vacant for a good amount of time and you need someone, anyone to be in the position. Backfilling, often with a delay, is the name of the game. But, when you are considering high impact, leadership roles, this method is far from ideal. Instead, organizations should consider building a leadership pipeline, so when the time comes, you have individuals ready to step into the position.

Identifying and developing high potential talent, or those employees who have the ability, commitment, and desire to rise and succeed into higher positions, is a big topic in organizations these days. I had the opportunity to talk to an expert in high potential talent. Nicole Ginther, who is a Manger of Talent Management at NuVasive, has her Ph.D. in Industrial/Organizational Psychology and has a great deal of experience developing and implementing high potential programs nationally and internationally. Here are some tidbits of our conversation on high potentials.


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5 Gold Medal Talent Strategies of the US Women's Gymnastics Team

Posted by  Amy Barnes

gold-medals.jpgThis week millions of little girls are doing handstands and cartwheels in their living rooms as they cheer for Simone, Gabby, Aly, Laurie and Madison. Once again, the USA women’s team breezed their way to team gold in Rio. For many Americans, the highlights of the 2012 Olympic Games included watching the USA women’s gymnastics team dominate the competition. And the domination continues. Since 2012, American teams have tallied three additional world championships. In fact, the last time the American women were beaten on the world stage was in 2010.

Whether or not you enjoy, or even understand gymnastics, we can learn valuable lessons from any organization which has achieved this level of excellence. Martha Karolyi, the national team coordinator, has been credited with a keen eye for talent and meticulous attention to detail. There is no doubt her leadership has contributed greatly to the team’s success. However, there are many years of effort leading up to the selection of each national team. The talent strategy created by the USA Gymnastics association makes the team’s successes possible.


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How to Build a Team That Will Succeed While You're Away [Infographic]

Posted by  Mark Rogers

building-a-team.pngSummertime is in full swing right now, and with that comes summer vacation! Most of us take some sort of vacation during the summer - whether that's a beach vacation or a week-long camping trip in the wilderness.

The difficult thing is actually unplugging while on your vacation. Chances are, you're checking email, taking phone calls, and doing other work related things while on vacation. Many people find it hard to totally unplug. The key is building a team around you that you can fully trust to take on a little extra work while you're out of the office.

The good folks over at teamfocus put together an infographic to help you build a team that will succeed while you're out of the office, and allow you to fully enjoy your vacation.


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4 Leadership Traits That New Prime Minister Theresa May Must Display

Posted by  Rose Keith

brexit.jpgResults of the Brexit vote on June 23rd shook the world. Right after the U.K.’s decision to leave the European Union (E.U.), many citizens who had voted pro-Brexit expressed that they didn’t think it would actually happen and that they wished they could change their votes. Prime Minister David Cameron’s resignation was one of the immediate impacts of the Brexit vote. Theresa May became the new Prime Minister in mid-July, and even though she had been on the Remain side (supporting the U.K.’s staying in the E.U.) she says that she will respect the vote to leave.

In this rocky time for the U.K., which leadership traits will be most important for new Prime Minister May to display? Although it could be argued that several characteristics will be key, the following are four competencies that rise to the top of the list.


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5 Proven Ways to Reduce Turnover While Improving Your Workplace

Posted by  Trevor McGlochlin

letter-of-resignation.jpgThe wrong kind of turnover can be detrimental to a company’s bottom line. Though some turnover is actually healthy for an organization, often times it’s doing more harm than good. Everyone out there is looking for an edge to battle the turnover Goliath. This blog provides areas that can be extremely effective in reducing turnover, if done correctly. Keep in mind, many factors contribute to turnover. It may be voluntary, involuntary, a natural career progression, result of disciplinary action, desire for more money, or a combination of these or any other reasons. Suffice it to say, turnover is a topic that demands attention.

Here are 5 ways to reduce turnover and enhance your workplace:


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5 Ways to Avoid Applicant Faking in Your Hiring Process

Posted by  Kate Van Bremen, Ph.D.

lies.jpgOne of the biggest concerns I hear from HR professionals regarding selection assessments is that the right answer is “obvious” and candidates can “game” the assessment. Here are five key recommendations to note regarding the concern of applicants potentially engaging in impression management, or faking, when completing assessments.

1) Use a selection process that includes multiple steps

We realize that candidates are inherently motivated to respond in a positive way to items in selection assessments, and may deliberately distort their responses in an attempt to “game” the system. In addition, we recognize that there is no perfect measure to identify 100% of these individuals who should be screened out. Keeping this in mind, at a system level, it’s important to use a selection process that includes multiple hurdles (e.g., pre-screen questions, assessments, interviews) to identify those undesirable candidates who should be screened out.


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