5 Benefits of Fully Utilizing Your Applicant Tracking System

Posted by  Paul Glatzhofer

hiring-funnelMost companies have some sort of “applicant tracking system”, or ATS, to help keep track of who has applied to an open position and which step(s) each candidate has completed as part of the hiring process. Sometimes it’s difficult to keep an applicant tracking system up to date, especially during periods of high volume or when the number of candidates being processed greatly exceeds the number of administrators who have access to the ATS. However, there are many benefits to keeping your tracking system as up to date as possible.

Benefit 1: Collaboration

Tracking hiring activities via an ATS will make it easier for multiple administrators to collaborate while processing the same pool of candidates. If there is ever a question about what steps a candidate may have completed, one simply needs to check the ATS to see where the candidate stands in the process. This tends to be easier than using a spreadsheet or any other system that allows only one person to edit at a time.


Should You Use Oddball Interview Questions in Your Hiring Process?

Posted by  Alissa Parr, Ph.D.

interviewingConsider the following questions:

  • If you were asked to unload a 747 full of jellybeans, what would you do?
  • If you woke up and had 2,000 unread emails and could only answer 300 of them, how would you choose which ones to answer?
  • How many gas stations are there in America?

Do these sound like the typical questions included in an interview process? Definitely not, but these non-traditional interview questions are becoming more popular, especially in innovative organizations. These types of questions can include brainteasers, puzzles, or any off-the-wall types of questions. The idea behind these questions is to assess a candidate’s thought process while answering the questions. Microsoft has been credited for spearheading the use of these types of questions in the 1990s to measure a candidate’s mental flexibility, entrepreneurial potential, and creativity. Since then, several more companies have started infusing them into their hiring process. But, what do we know about these questions and how does it fit within the realm of our recommendation to use structured, behavior-based interviews?


The Top 5 Qualities That Lead to High Job Performance

Posted by  Amie Lawrence, Ph.D.

employee-hiringAs we head into Spring, we are nearing another graduation season. A fresh new crop of college graduates will be entering the work force, searching for jobs with varying degrees of success. Some graduates with a strong academic record (e.g., GPA) will quickly find a job and succeed, while others will not. Some graduates with a mediocre academic record will flourish in the workplace. What is the discrepancy? Why isn’t school success and job success the same? What is it that employers really want?

I study job performance and “things” that predict job performance. I have listened to many hiring managers and executives talk about what they want in an employee. While it can differ from industry to industry and job to job, many desirable qualities are universal. These qualities are not always the same qualities that are necessary for success in a school setting. GPA is not a strong predictor of job performance because it isn’t a proxy for intelligence as many people assume (see blog on why GPA doesn’t predict).


Is All Turnover Bad?

Posted by  Greg Kedenburg

turnoverDespite being an inevitability in any organization, turnover wouldn’t rank very highly on any human resources professional’s list of favorite activities. On a good day, dealing with the issues created by turnover can be tedious at best, and on a bad day, downright loathsome. However, there are two sides to every story, and the story of turnover in the modern organization is no different.


Common Biases to Keep in Mind When Conducting an Interview

Posted by  Jessica Petor

interviewerLet's flip the table, rather than conducting an interview, imagine you’re being interviewed for a new job. The interviewer starts off the conversation, asks you some questions about your work experience, background, and past behaviors. The interview is going great. They let you know you answered the last question; you are feeling comfortable and relaxed now that the interview is over, right? Wrapping up, they engage in some small talk, “Do you have any weekend plans?”


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

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.


3 Common Mistakes to Avoid When Hiring

Posted by  Paul Glatzhofer

now-hiringThere is nothing more frustrating than doing a lot of work and spending time and energy on tasks that are either undervalued or outright dismissed. It is even more demotivating when your work is thwarted by individuals who have less experience and expertise than you in a particular domain. Unfortunately I see this all of the time as it related to the hiring process. Oftentimes when talking with decision makers, I’ll come across someone who wields a good deal of power and influence within an organization, and many times, they use it to influence the hiring process as well. The down side is that too often this person is not well versed in selection methods and really has no idea what they are doing (to be perfectly honest) when it comes to hiring top talent.


Mobile Assessment: The Horses Have Left the Barn

Posted by  Matthew O'Connell, Ph.D.

SIOPNext month at SIOP’s (the Society of Industrial/Organizational Psychology) annual conference in Philadelphia, my colleagues, Dr. Winfred Arthur, Jr. from Texas A&M University, Dr. Dennis Doverspike from the University of Akron, and I will be presenting a pre-conference workshop. The focus of the workshop is on the state of mobile testing for selection purposes. The title of the workshop is entitled, Mobile Assessment: The Horses Have Left the Barn…. Now What?

That sort of sums up what’s happening in the mobile assessment marketplace. For years there have been serious concerns about unproctored testing, testing over the internet, etc. Well, the fact is that unproctored testing is here to stay and the advent of mobile devices has made it easier than ever to test people anywhere, and anytime. Is that a good thing? In some ways yes, it gives more people an opportunity to apply for jobs than ever before. At the same time, it raises logistical, psychometric and even ethical issues.


How to Stop Your Employees From Quitting

Posted by  Alissa Parr, Ph.D.

QuittingHave you been noticing more employees quitting in recent months? Well, you’re not alone. According to the latest Bureau of Labor Statistics (BLS) report on job openings and turnover, there has been an increase in the number of employees quitting. In the most recent report, the BLS examined the hires and separations from January 2015 as well as how these numbers compared to months previously.


Increasing the ROI of Your Hiring Process

Posted by  Paul Glatzhofer

time-moneyIn my experience consulting with organizations about their hiring processes, there are plenty of “gaps” that create potential hiring problems and inefficiencies. Some of these gaps can be filled with reliable, and valid, tools. However, if you are going to invest in a hiring tool or two, you should be sure that you are getting the best return on your investment – both in time and money. There is a huge amount of time and effort that goes into hiring capable and competent employees, and organizations need to protect the time investment by ensuring they are hiring the right employees.

Although my list below does not encompass all of the potential gaps that I have encountered, it does summarize the key themes I have seen in the last 10 years.


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