SELECT PERSPECTIVES BLOG

Using Culture Fit to Hire (and Keep) Your Top Managers

Posted by  Kristin Delgado

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Chances are, you’ve been hearing a lot about this lately:  Organizations are increasingly turning to the concept of “culture fit” for successful recruiting and hiring. In fact, 'good cultural fit' is often viewed as more important than actual technical skillset or qualifications. Employees whose values align with the organization are more satisfied with the job, more productive, and tend to stay with the organization far longer than employees that tend not to share the same values, or, are not a good culture fit. One way to ensure that the right talent is hired is to use selection assessments that measure candidates’ cultural fit.

To maintain a healthy organizational culture, cultural fit criteria must also be used to select and hire management.


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5 Things about Applicant Faking in Assessment Tests That You Should Know

Posted by  Amber Thomas

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No one likes a liar, right? Dishonesty is not something that most people are comfortable with, because it implies that someone is trying to “pull one over on us” or “get away with something.” It follows, logically, that you wouldn’t want someone to “fake good” on pre-employment applications, their resumes, assessments, or in interviews. We want to know what we are going to get when we hire someone into the organization. We feel personally offended when someone turns out to be different than what they said they were (especially if we’re doing the hiring!).


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How Will a Donald Trump Presidency Impact HR?

Posted by  Rose Keith

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With President Donald Trump now in the White House, the country and the world are watching to see what changes will come out of Washington. How will these changes affect the workplace and human resource professionals across the country? Although we can’t predict the future, here are some thoughts on what we may see.


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Where Has Performance Management Gone?

Posted by  Paul Glatzhofer

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The way companies conceptualize and execute performance management has been slowly dying for the last 8-10 years. If you haven't already heard about this, you will soon. Fortune 500 organizations have become more sophisticated with regard to the data they have and analyzing its impact. Most of those same organizations have specifically analyzed their performance management and 360 data only to find no relationship with increased performance or employee engagement. This was a shocking finding, and I would imagine most of these same organizations weren't all that interested in widely publicizing the fact that their internal procedures had little to no impact on their bottom line. However, once larger organizations, such as Deloitte, publicized their findings, then it was easier for more organizations to join the conversation.


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How to Leverage an Assessment to Fit Your Needs

Posted by  Rachel Reid

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So you find yourself interested in assessments but have no idea how to use them for your unique business needs? This might seem daunting as there are, in fact, many ways to leverage an assessment to fit your needs.  However, understanding the different methods will equip you with the knowledge to add effective tools to your selection and development processes. In fact, the types of assessments and the manner in which they're used vary greatly. Assessments can be used in multiple ways to achieve results, and knowing these options can help HR professionals leverage the assessments in the way that will be most beneficial to their unique hiring procedures.


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3 Steps to Reducing the Stress of a High Volume Hiring Project

Posted by  Brian Dishman

high-volume-hiringFacility startups and major hiring expansions are some of the most stressful activities that a Human Resources Manager will face during the course of a career. Other than a mass layoff or facility closing, there is probably not a major Human Resource activity that causes more sleepless nights than a facility startup. Hiring several hundred people over a compressed and ever-shifting timeline can be an incredibly daunting challenge.


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82% of Your Managers Aren't Effective At Their Job

Posted by  Alissa Parr, Ph.D.

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That got your attention, didn’t it?  According to Gallup research, 8 out of 10 of your managers aren’t effective at their job.  To be exact, 82% of managers were not displaying important leadership skills and abilities needed to perform well on the job.  Only 18% of current managers have proficient skills and traits that demonstrate leadership talent.  This means that several companies are missing out on bringing in leaders who are effective and talented in their position.


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Not All of Your Competencies Are Created Equal

Posted by  Rachel Reid

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The main goal of a hiring process is to determine which applicant in your pool is going to be the best candidate for the job.  This candidate can be found by searching through applicants that are qualified in experience, technical knowledge, personality, and fit.

Determining what factors are most important in a hiring decision is usually uncovered with a job analysis. However, not all qualifications are created equal when considering them in a hiring process context. For example, Positive Attitude may be a nice-to-have competency, but it may not carry the same importance or weight as something like Work Ethic. While many positions have a checklist of criteria that are needed to be considered eligible for the job, it is important to determine which factors are most critical for successful job performance.


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What Do Employee Assessments Have To Do With Social Media?

Posted by  Alli Besl

employee-assessment-social-media.jpgAs social media outlets become more and more popular and frequently used, some organizations have begun adopting and encouraging the use of these networking tools at work. They can provide value in a number of ways, including:

  • allowing employees to update one another on work accomplishments

  • facilitating sharing of useful resources or current events that apply to their work

  • enabling easy connecting/communicating

  • fostering interaction between co-workers and the leaders of their organization


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What Does it Take to Be a Good Leader in MY Company?

Posted by  Alissa Parr, Ph.D.

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What does it take to be a good leader in my company? That’s the question Facebook asked recently.  Facebook wanted to better understand what makes managers excel within the company, so they conducted a company-wide analysis of its roughly 12,000 employee workforce. They first identified teams that were most engaged and happiest in their roles. Then, they reached out to the highest-rated teams and asked them what their managers did to make their work experience rewarding. Out of all the conversations, 7 common behaviors emerged as being important:


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