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

Posted by  Alissa Parr, Ph.D.


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:


3 Ways to Retain Millennials

Posted by  Lindsey Burke


Earlier this week, we talked about how Generation Z will soon be joining the workforce. But these days, it's still all about Millennials. Baby Boomers are retiring or are on the cusp of retirement, and leaving lots of jobs that need filled. While it's important to find people to fill those jobs, it's just as important to retain them. But it's no secret that Millennials are known as the "job hoppers."  So what's an organization to do?


What to Expect From the Next Generation Joining the Workforce

Posted by  Sarah Trageser

generation-z.jpgThere’s a new generation on the block poised to enter the workforce in droves. After reading that, you’re probably rolling your eyes thinking “Yes, everyone knows about Millennials already, no need to beat a dead horse.” Believe it or not, this is not another blog post about Generation Y. Somehow, another 20 years has slipped by in the blink of an eye and now there’s an even younger group of soon-to-be professionals about to hit the application trail.


Could I/O Psychology Have Predicted Tom Brady's Potential Before He Was Drafted?

Posted by  Ted Kinney, Ph.D.

football-field.jpgTom Brady is a great quarterback. There is no question about that. As painful as it is to admit, given that I am a die-hard Steelers fan, I have to say that he is certainly (at least) one of the greatest I have ever seen. His success cannot be questioned.

What I do find interesting about his success is that many say that it was surprising or unpredictable. In other words, people in the media cite that Tom Brady was a mediocre high school quarterback who had to take it upon himself to gain interest from colleges. Reporters tell stories about how he had to split time with Drew Henson during his junior and senior years at Michigan. And, how many times did we hear during and after the Super Bowl that Tom Brady was a 6th round pick and that nobody saw his success coming?


4 Steps to Falling in Love with Your Hiring Process Again

Posted by  Amber Thomas

love-hiring.jpgAre you falling out of love with your hiring process lately? After a rough day of interviewing dozens of candidates that have no business in your candidate pool, are you left crying on the couch with a tub of ice cream in hand? No one wants that. When making hiring decisions the stakes are high, the people you bring into the company could be with your organization for years to come – that’s a pretty big commitment. Loving the hiring process and choosing the right hire is possible.

Here are a few tips that will leave you swooning over your hiring process once again:


4 Experts Weigh In: The Most Common Misconceptions of Employee Assessments

Posted by  Alissa Parr, Ph.D.


When implementing assessments at a new company, we often hear many expectations and assumptions about the tests. Some of these are true, but a lot are false. Making decisions about an employee assessment based on untrue assumptions can lead you to choose a tool that isn’t as robust as it should be. Sometimes the decision-makers in an organization are the ones who have these negative views which can lead to more resistance to trusting assessment results.

So, we compiled together the four misconceptions we hear most often about assessments. Here they are:


5 Keys to Streamlining Your Hiring Process

Posted by  Rachel Reid


Now that you have made the decision to streamline your hiring process, what happens next? First of all, it’s great that you’ve made this decision! An efficient hiring system not only increases a positive candidate experience and reduces time to hire, but can translate into financial savings for the company.

A more streamlined hiring process will allow you to fill open positions with quality candidates much quicker than a non-streamlined process. However, before you can jump into this process, there are a few guidelines you should be aware of to help make this project run as smoothly as possible.


Can a Great Leader Be a Great Leader in ANY Organization?

Posted by  Jaclyn Menendez

great-leadership-1.jpgThe title of this post might seem like a straightforward question, but it’s actually addressing several complex concepts. In order to answer this question, we need to ask several more: why can a leader succeed in one organization but fail in another? What external factors influence leadership? And out of a sea of great leaders, how do you select the best one for your company’s particular needs? Furthermore, one of the most difficult dilemmas is when an organization is thinking about hiring a leader when that leader failed at their last company.


Applicant Reactions: Does the Length of Your Employee Assessment Really Matter?

Posted by  Alli Besl


Applicants’ reactions to selection procedures is a topic that many organizations monitor and value. Research has shown that when applicants have positive reactions to employee assessments, they will be more likely to accept job offers, refer the organization to friends, purchase goods and services from the organization (even if not offered the job), and less likely to take legal action against the organization.

Clearly, the benefits mentioned here of positive applicant reactions have the potential to greatly impact the organization. As such, organizations have started to implement tools that they believe will be perceived positively by individuals applying to the position(s) of interest. One hypothesis that has been greatly discussed, but not examined extensively, is the notion that assessment length is related to applicant reactions. Specifically, it is believed that the longer an assessment is, the more likely it is to elicit negative reactions from applicants.


3 Tips to Giving Employee Feedback That Employees Want to Receive

Posted by  Alissa Parr, Ph.D.

employee-feedback-1.jpgOne big myth of employee feedback systems is that all supervisors want to give feedback and all subordinates want to receive it. It’s often the case that supervisors want their employees to grow and develop but apprehension builds when faced with the idea of providing negative feedback to employees.

Similarly, subordinates want to improve their skills and performance but may be hesitant to hear this information from their supervisor. Therefore, it’s important to consider best practices of feedback giving so supervisors can be more confident in giving feedback and subordinates can be more willing to hear feedback and then take actionable steps to improve their skills and performance.


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