SELECT PERSPECTIVES BLOG

4 Tips to Building the Perfect Selection System

Posted by  Steven Jarrett, Ph.D.

hiring-candidateIf you read this blog regularly, then you've been reading a lot lately about the advantages of using assessments and other objective methods in your hiring system. Hopefully, you have decided to give them a shot. Decision made. Now it’s easy, right? What else could there be? Almost as important as choosing the correct selection tool is building the proper selection process. There are a lot of factors to consider when deciding on the selection process, including, number of potential applicants, objectivity of the hiring system, managing hiring manager expectations, cost, time, administrative burden, and many more. Here are a few pointers that can help you create a system that is cost-effective, valid, and practical:


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Is There More to an Assessment Than Just Good Science?

Posted by  John Fernandez, Ph.D.

assessment-testTest developers have a lot to worry about when building an effective assessment tool. They need to make sure the test is measuring the right capabilities or characteristics that determine success in the target job. They need to make sure the test has consistency in how it measures those capabilities. And ultimately, they want to be able to demonstrate that the test actually predicts success by showing that higher scores on the test are associated with better job performance.

These are issues related to the validity and reliability of a test, and from a psychometric perspective, they are the best metrics for determining how effectively tests are performing. However, when considering whether to begin using a particular test in their organizations, there are a number of other, less scientific considerations that are really important to many stakeholders. For these stakeholders, a test with good psychometric properties may just be the price of entry.


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How a Hiring Process Can Improve Employee Performance [Case Study]

Posted by  Mark Rogers

employee-selection-1Improving safety and employee performance should be high on the to-do list for almost every company in America and with good reason. Unfortunately, it’s much easier said than done. Companies struggle every day to improve in both of these areas. Even industry giants like DuPont have safety issues – they were recently cited by OSHA for a number of safety violations. If you run a company, large or small, and want to improve safety and employee performance, where do you start?

A leading manufacturer recently decided to make improving the quality of its workforce and reducing safety incidents a major initiative. Not that this company had any major safety incidents, but they always strive to improve. Management decided to tackle this situation from all angles, and they started with the hiring process.


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4 Tips to Help Build a Manufacturing Team From Scratch

Posted by  Greg Kedenburg

manufacturing-workersBuilding a workplace team from scratch can be a daunting task regardless of what industry you’re in. There are a variety of considerations that must be made when assembling a new team: skill sets, experience, leadership, the list goes. Manufacturing settings can pose a particularly tough challenge due to the wide variety of backgrounds, types of positions, and differences in training. Despite the unique difficulties that putting together a brand new manufacturing team can present, there are several steps that can help make the process easier.

Here are the top four steps to help you build a great manufacturing team:


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5 Less Obvious Tips to Help You Find the Right Employee Assessment

Posted by  Amie Lawrence, Ph.D.

ThinkstockPhotos-468874715If you’re like me, you’ve probably made some purchases simply based on the fact that the items looked cool, only to have them fall short of your needs soon after. It's human nature to be attracted to what's on the outside, but it often doesn’t make for good decisions. It’s important to look below the surface and peer inside at the way it works and the quality of the parts before making a final decision or commitment.

This same mistake is often made in the hiring process. I see it all the time – a hiring manager is fooled by a slick resume or interview because a candidate presents a positive image and makes you believe they have all of the qualities you want. Wouldn’t it be nice to be able to actually see how your candidates work? Employee assessments can do just that. Just be certain that you are choosing the right assessment and provider.


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How Important Is Candidate Experience in Your Hiring Process?

Posted by  Alissa Parr, Ph.D.

ThinkstockPhotos-180410034Imagine that you are applying for a job. You have completed several steps in the hiring process and the only one left is an interview with the hiring manager. Consider both of these situations:

Situation 1: You walk into the interview and the hiring manager tells you to take a seat in her office. She appears very flustered and is scrambling to find your resume. After a few moments, she decides to start the interview despite not having any questions or materials in front of her. She jumps right into her first question, “So, tell me more about yourself – what do you think are your strengths and weaknesses?” She asks a few more questions, but appears quite distracted because she is getting alert notifications on her phone. She wraps up the interview in 20 minutes, tells you someone will be in touch, and shows you the door.


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The Top 10 Mistakes Hiring Managers Make During Interviews

Posted by  Alissa Parr, Ph.D.

ThinkstockPhotos-514562031Structured interviews are one of the best selection methods of determining how someone will perform on the job. Most companies rely on interviews to assess candidate’s skills and abilities. However, without the appropriate training and insights into best practices of conducting structured interviews, hiring managers can commit mistakes leading them to make an inaccurate assessment of job candidates. Below is a list of the top 10 mistakes hiring managers make during an interview.


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6 Things Everyone Should Know About Mobile Employee Assessments

Posted by  Matthew O'Connell, Ph.D.

mobile-assessmentFor years, there have been serious concerns in the I/O community about unproctored testing. The fact is unproctored testing is here to stay and the advent of mobile devices has made it easier than ever for people take tests anywhere, anytime. Is that a good thing? In some ways yes, it gives more people than ever the opportunity to apply for jobs. At the same time, it raises logistical, psychometric and even ethical concerns.

There are several key issues related to mobile testing. Those include:

  1. Measurement Equivalence
  2. Mean Differences
  3. Validity
  4. Demographic Differences
  5. Device Limitations
  6. Applicant Reactions

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How to Combine the Right Ingredients for an Effective Hiring Process

Posted by  Bekah Regan

79711749Hiring funnels make me hungry…more specifically, hungry for Nestle Drumsticks. There’s something about a delicious waffle cone filled with creamy vanilla, dipped in chocolate and sprinkled with peanuts – all leading to a chocolate surprise at the very bottom. Mmm mmm mmm. It’s a classic summer treat with staying power, my friends. But what does that have to do with employee selection? I’m glad you asked – let’s dig in.

At its best, a hiring process is designed to find the best possible employee for the job. Starting with a large pool of applicants, you pick through the (pea)nuts until you find The One. There are several types of selection tools you can use to narrow your search, but it’s important to know when and how these tools are best utilized. You’ll want to consider the costs, time, and resources you have available. What I mean is, don’t be wooed by the Cadillac model if all you really need is a K car.


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10 Experts Weigh In: The Most Critical Aspect of the Hiring Process

Posted by  Mark Rogers

hiring-selectionAt this point in time, most organizations understand the importance of having a robust hiring process. No one walks down the street and hires the first person they see, it just doesn’t work that way. This raised the question: Is there one part of the hiring process that is more important than others? All parts are important, but surely some have to be more important, right? Is the interview more important than the resume review? How important is a job analysis?

We decided to ask our experts – the people who help organizations hire better employees every day – what, in their opinion, is the most critical aspect of any hiring process? Some of the answers they came up with were pretty interesting. Read on to find out their thoughts!


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