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Select Perspectives | Employee Assessment & Interview Training Blog

Disability Mentoring Day at Select International

Posted by Paul Glatzhofer

SELECTlogo_transparentFor the past three years Select International has participated in Disability Mentoring Day, which took place this year on Wednesday, October 15th. Select International is proud to have been involved in this program. This year we hosted 7 students from the Pine Richland, PA School District. The day consisted of several activities, including: an office tour, executive address from our CEO, and interviewing practice with mentors. 

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Topics: OFCCP

5 Things to Know about Employee Assessments

Posted by Amber Thomas

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So, you're interested in using employee assessments at your organization, but you still have some questions, right? That's understandable. Implementing employee assessments can be a big step, but an important one. It might seem a little overwhelming, but I promise it's not. Plus, it will be totally worth it in the end.

There are so many obvious benefits of using assessments. For example, employee assessments can help make your life easier by narrowing down your candidate pool. They can help screen out the candidates who really would not be a good fit at all for your organization. Assessments will also ensure that your hiring process is legally defensible

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Topics: pre-employment assessments, hiring, screening, employee assessment

Should You Use a Job Simulation in Hiring?

Posted by Steven Jarrett, Ph.D.

174772259Every organization – large or small, public or private, profitable or not – can share in the pain of trying to hire new talent into the organization. Talk with any hiring manager who has been at it for awhile, and they will have an exemplar story of the one bad hire who snuck through their process. Hiring is difficult, no doubt about it. We often have to wonder if the polished professional individual sitting across us in the interview will be the same person who shows up to work 6 months, 1 year, or 5 years down the road. People will often say the best predictor of future performance is an individual’s past performance (on a similar type of job). I can now hear the collective masses retorting, “How the heck am I supposed to know how they performed at their old job, and furthermore, what if they have never done this new job?”

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Topics: pre-employment assessments, hiring process, Job-related simulations

The Four Best Benefits of Using Pre-Employment Assessments

Posted by Amber Thomas

186532863There are many advantages to using properly designed and implemented pre-employment assessments, but it can be confusing to figure it all out without an education or extensive experience in using assessments for selection. It is no surprise, then, that many trailblazers who wish to bring assessments to their organizations have a difficult time explaining the value of assessments internally. Here are a few ideas for explaining the value of assessments to your key stakeholders. Properly designed assessments are:

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Topics: hiring assessment, Assessment, pre employment assessment

Hiring Remote Employees Can Be Scary - Focus on These Four Things

Posted by Kate Van Bremen, Ph.D.

459929137One of the perks that many companies seem to be offering to these days is allowing their employees to work remotely. It’s easy to do with current employees since you probably have a good idea of who they are and how they work, but what about hiring someone new who will likely always be working remotely? It’s probably a little intimidating, and possibly a little frightening, to give your new employees this kind of freedom, but there are so many great benefits for both sides.

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Topics: hiring, competencies, interviewing

Let's Talk: Are Workplace Personality Tests Fair?

Posted by Kevin Klinvex

Everyone should read this article. It is an example of being able to take any topic and paint it as good or evil by selectively choosing data and quotes. A more honest title would have been - "Another Attempt to Discredit Personality Tests -This Time with an ADA Spin."

106533554A young man, Kyle Behm, was recently profiled in a WSJ article as a case study of all that’s wrong with pre-employment testing. Kyle, an engineering student, was diagnosed with bipolar disorder which is a condition classified under the Americans with Disabilities Act. He applied for a job at 6 retailers and was screened out based on personality test data collected in each hiring process. Instead of assuming that Kyle is a poor fit for retail and perhaps a better fit for, oh let’s see, something related to engineering, his father filed complaints with the EEOC.

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Topics: pre-employment tests, Select International, assessment tool

Why Does Everyone Want to Work at Google?

Posted by Lindsey Burke

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Think of the best company you have ever worked for: what made you stay? Why did you enjoy your time with this company? What made this company tick? If you have ever worked for a company you did not enjoy, what did you not like about? Why have you decided to leave and look for new opportunities?

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Topics: turnover, culture fit, organizational culture

Detecting Fakers in Your Assessment Process

Posted by Alli Tenbrink

476406385Personality measures and assessments are commonly used for selection purposes in many organizations. However, there are some concerns surrounding their use. Specifically, many individuals believe that these types of assessments can be easily faked. In other words, applicants applying for a job may distort their responses to be more in line with how they believe the organization wants them to respond. Research has demonstrated that some applicants fake and faking is linked to decreases in test validity.

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Topics: Talent Strategy, Applicant Faking, Assessment

A Few Tips From Tennis Umpires to Improve Your Hiring

Posted by Alissa Parr, Ph.D.

This summer, I had the opportunity to go to the US Open, which is one of the four major tennis championships occurring every year. I was completely impressed by the skills of each of the tennis players, and the amount of dedication that is required to be able to compete at that level. As I was trying to keep pace with the rallies between the players, I also became pretty impressed by the level of accuracy from the line umpires. The players’ serves were averaging between 100-120 mph, and, went as high as 145 mph. At that rate, the ball seems to be a blurred line to me and I would find it difficult to determine whether the balls were in or out. However, without fail, the line umpires would make calls that very rarely were incorrect.

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Topics: hiring, structured interview, selection system

1 Tactic the NFL Uses in Drafting That You Should Use in Hiring

Posted by Brian Dishman

484373607I am a big football fan. Apparently so is the rest of America. Not only is the NFL the most popular professional sport in America, but it is the most popular television program with the highest Nielsen ratings. Football is a multi-billion dollar business.

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Topics: hiring, competencies, employee development, competency modeling

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