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Select Perspectives | Employee Assessment & Interview Training Blog

Is All Turnover the Same?

Posted by Alli Tenbrink

Turnover. The dreaded “T” word that plagues HR departments around the globe. Not only do HR managers struggle with it on a daily basis, but also it’s a hot research topic among I/O psychologists. The primary reason for the heavy focus on turnover is due to the devastating costs associated with it. Specifically, it is estimated that the total cost of turnover ranges between 90% and 200% of the leaver’s salary.481113941

Is All Turnover the Same?

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Topics: turnover, hiring, hiring process, turnover costs

The Volume Hiring Process 201: Best Practices For Hiring Assessments

Posted by Danielle Desko

Hiring a large number of employees quickly is never an easy task even when you have a well-formulated hiring process in place. Fortunately, this task is much more manageable when you have a well-planned, efficient hiring system to help you sort through potential employees to help select the candidates that will impact your company the most. As we covered in our previous post in this series, the first step in the volume hiring process is an automated, online job application system. 478055159

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Topics: hiring systems, hiring assessment, hiring process, employee assessment, workplace safety, job application system, pre employment assessment, online job application, hiring solution

The Volume Hiring Process 101: Best Practices For Hiring Applications

Posted by Danielle Desko

best practices for hiring applications When tasked with the responsibility of recruiting and hiring in large volumes, the task can be overwhelming. In fact, you may not even know where to start!

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One Way to Decrease Your Accuracy During Interviews

Posted by Alissa Parr, Ph.D.

Interviews are a very effective way to gain insights on candidates’ skills and abilities, which is why they are often referred to as information gathering sessions. Interviews are an opportunity for the company to get more information from the candidate about his/her capabilities, but also a way for the candidate to get more information about the company. Interviews sometimes fall at the last stage of a hiring process, which can have implications for how interviewers approach the situation. These candidates may have already gone through a series of stages in the hiring process (e.g., phone screen, application, online assessment, etc.) and may have been considered to be qualified based on the information collected. As such, interviewers may approach the situation with two goals in mind: to get more information about candidate and to sell them on the benefits of the company so they are more likely to accept a position if offered. However, is having this dual focus a good idea?152149612

In a recent study, Marr & Cable (2014) found that interviewers who focused on evaluating and recruiting candidates were much less accurate in their ratings of the candidates than interviewers who only focused on evaluating candidates. Evaluating candidates requires a lot of attention to make accurate judgments. Research has found that devoting more cognitive resources to this task can reduce bias/stereotyping and make one less susceptible to extraneous information thereby getting a truer picture of the candidate.
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Topics: hiring process, interview, interviewing, online assessment

Talent Acquisition: Do You Have a Lean Process?

Posted by John Mirtich

The concept of “Lean” is based on the principles of increasing efficiency, decreasing waste, and using 471795821empirical methods to decide what matters, rather than uncritically accepting pre-existing ideas.  These same principles in manufacturing can and should be applied to talent acquisition in any industry!  As a matter of fact, if you take a closer look at the key attributes of the lean philosophy, the similarities between lean manufacturing and lean talent acquisition are quite surprising.

Primary goals of a lean process include: improving quality, eliminating waste, reducing activity time and reducing total costs. 

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Topics: employee assessment, assessment tool, lean hiring

HR Budget Calls for Iceberg Lettuce

Posted by Doug Wolf

My father once bought six heads of iceberg lettuce.  Seriously, bear with me, there is a point to this.  Now, my father is a smart man – went to college and graduate school, held a leadership position, basically lived the middle class dream, and so forth.  Despite this, he still makes some really questionable and regrettable decisions – like buying six heads of iceberg lettuce.  Upon arriving home with his proud purchase, my mother asked the obvious question, “Why on earth did you buy 6 heads of iceberg lettuce?”  My father’s patented reply, “It was really cheap.”  This was par for the course in our household.  My father notoriously purchased things, simply because it was a ‘good deal.’  I think Dad still has a stockpile of flat, tepid 2-liter Pepsi bottles from the Bush administration (that’s George H. W. Bush).  I can still picture them – lined up on the basement shelves like howitzer shells.  You scratch your head at the logic behind it.  Speaking of which …481039191

I recently received the results of the 2014 HR Technology Survey from Workforce magazine.  Senior human resources practitioners were asked their opinions on HR Technology now and for the next three years.  None of the results surprised me, including this one.  When asked, “What is the most important factor in choosing technology-enabled HR solutions?” the number one response was … COST.  Cost outweighed other factors such data security, scalability, and ease of use.  Cost was even chosen over the effectiveness of the solution itself.  Pause and think on that.  Isn’t that the whole reason for buying something in the first place?  You have a need, so you buy something that addresses that need.  Right?  Or, like dear old Dad, are we treating HR solutions like iceberg lettuce?

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Topics: employee assessments, employee assessment, hr solutions

Celebrating Our Leaders

Posted by Danielle Desko

Happy Fourth of July weekend! As we celebrate the independence of America, we have to reflect on the leaders that made it possible. This reminds us of how critically important the leaders within our organization are to the success and evolution of our business. How would you rate the leaders at your organization?
Given today’s economy and hyper-competitive global markets, executive selection and development is more important than ever before. The cost of leadership failure can often mean the success or failure of the entire organization. Every executive or leadership personnel choice is a high-stakes decision for organizations, their shareholders, and associates, so it’s extremely important to have accurate information available when making these decisions. Here are four points to keep in mind when you are assessing your leaders:

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1. Selecting the Wrong Leader Can Cost Your Organization More Than You Think
These costs not only include lost business, but also turnover costs. Estimates of executive turnover costs range from $300,000-$1,000,000 depending on the size of the company, and can increase dramatically the longer they stay with the organization. Accurate information on a candidate’s assets and limitations, as well as promotion potential, can help to make a more informed hiring decision.

2. All Employees Lose When a New Leader Fails
Goals aren’t met, opportunities are missed, and relationships may be irreparably damaged. Employee morale can also be negatively affected. The “soft” costs of derailment can be immeasurable. The negative consequences of a bad hire or placement can continue long after the individual has been terminated.

3. Find the Right People for the Right Job
Getting a clear picture of the strengths and liabilities of your entire leadership team can help ensure the right people are placed in the right roles. This can also help to defray the direct and indirect costs of derailment.

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Topics: leadership, executive assessment

Litigation in Employment Interviews: How Defensible is Your Interview?

Posted by Amy Gammon, Ph.D.

One question that some organizations are interested in knowing the answer to is the differences in litigation risk for employment interviews and other assessments such as cognitive ability tests and personality tests. One review of federal court cases found unstructured interviews were involved in more litigation as compared to structured interviews, cognitive ability tests, and personality tests[1]. Another review during a later time span found that interviews were involved in more litigation than cognitive ability tests and personality tests[2]. According to the two reviews, interviews appear to be at a greater risk for litigation as compared to cognitive ability tests and personality tests.478884757

The traditional unstructured interview and structured interview have also been examined in terms of litigation outcomes. In a review of federal court cases, the organization had a greater chance of winning the case when a structured interview that was job-related was used[3].

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Topics: interview, Assessment, employee assessment

Promote from Within or Hire from the Outside?

Posted by Amie Lawrence, Ph.D.

You have an open leadership position – what do you do? Promote from within or hire from the outside? As with many organizational questions, the answer is – it depends. Let’s look at each option and think about the factors that might lead you to one over the other.

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PROMOTE

Promoting from within seems like the most natural approach for filling leadership positions within an organization. And many times, it works out for the best.  There are quite a few benefits to looking within your current workforce for the next leader. A few benefits of promoting from within are:

  1. Current employees know your business. Individuals who have been working for you know the organizational landscape. They know who to go to and how to get things done within your organization without a long learning curve. Additionally, current employees are likely to have the technical and product knowledge that is needed.

  2. It gives current employees advancement opportunities. Individuals who have career leadership aspirations need to feel like they have opportunities to grow and develop within their current organization. If they don’t, they are likely to jump ship and take their talents elsewhere.

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Topics: hiring, hiring process, Assessment, hire

Employee Assessments: Job Applicant Reactions

Posted by Amy Gammon, Ph.D.

Imagine there is a job applicant named Jane who found a job she thought would be a perfect fit for her. She excitedly submitted her application online and then was asked to take an assessment.  She thought the process was going well and found the assessment intriguing.  However, she kept waiting to hear from the organization after she submitted the application and took the assessment.  As more and more time passed, she became frustrated at the organization for not contacting her regarding her status in the hiring process.  She started to talk poorly about the organization to her friends and family.  She stopped buying any products associated with the organization and also urged others to stop buying products as well.

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Topics: hiring, hiring process, employee assessments, employee assessment

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