4 Best Practices to Designing an Effective Hiring Process

Posted by  Tracey Tafero, Ph.D.

hiring_process.jpgAre you looking for that one answer- what is the “right” way to design an employee hiring process? Well, there isn’t necessarily one “right” way, as the best hiring process for a given position will depend on a number of different aspects related to that specific position, your hiring needs, and the available labor pool. However, there are a number of best practices that apply across the board:


How to Build a Better Interview

Posted by  Greg Kedenburg

interview-day.jpgAs one of the most critical pieces of the hiring process, the interview has the potential to be a ‘make or break’ situation for a large number of candidates. Those that have made it past any screening tools or assessments in place are qualified for the most part, and the interview is one of the last big hurdles they need to jump. Like most other aspects of hiring, however, there are countless different methods of interviewing, all with proponents that will swear by their preferred option.

While there may not be a one size fits all, objectively “right” style of interviewing for every context, there are certainly some ways in which you can maximize the effectiveness of the interview. More often than not, the candidate is coming in on their own time, and as the hiring manager, you’ve scheduled time out of your busy day to conduct the interview, so there’s no reason not to attempt to make the most of everyone’s time. Below are some recommendations to help understand how to build a more effective interview.


How to Hire the Best Employees for Technical Jobs

Posted by  Connie Gentry

job-candidate.jpgRecruiting and assessing candidates for technical positions often presents its own unique set of challenges. As the demand for technical related positions continues to grow, the need to properly recruit and assess candidates will become even more critical. The U.S. Bureau of Labor Statistics expects that demand for technical positions across a variety of industries will increase by nearly 20% from now through 2020. This includes technical positions across IT, scientific, manufacturing, and environmental sectors.


How to Build a Culture Like Google's (Even If You Aren't Google)

Posted by  Bekah Regan

google-culture.jpgWhen you think of the “best place to work,” what comes to mind? For many of us, I would imagine Google surfaces rather quickly. We start picturing ergonomic lounge chairs, gourmet lunches, onsite laundry, and other conveniences. It must be so easy for them to attract and retain top talent, right? I mean really, who wouldn’t want to work there?

What we often overlook is that Google wasn’t always that way – there was a time when Google was young, when the company didn’t have the incredible resources it has now. In his book Work Rules!, Laszlo Bock (head of Google’s People Operations) reminds us that, “Fun is an outcome of who we [Google] are, rather than the defining characteristic.” The novelty of perks, prizes, and tangible rewards wear off rather quickly. What attracts candidates and sustains employee loyalty are the shared experiences, energy, and atmosphere of your company. It’s the passion, not the perks, that culture is built upon.


3 Things Your Hiring Process Needs to Be Effective

Posted by  Amber Thomas

candidate-assessment.jpgUnless you’re building an entirely new business or opening a new branch or facility, you likely already have a hiring process in place. But like all things, hiring processes must change to meet the demands of the constantly evolving world in which we live. Staying abreast of new technology (efficiency), redefined guidelines (legal defensibility) and the demands of the organization (creating an effective strategy for growth) is an important responsibility that should not be undertaken without careful consideration and planning.

The following are three must-haves of any hiring process, whether you’re starting from scratch, expanding your business into a new region, or revamping your existing processes. It’s never too soon to start planning ahead.


How Does Rude Treatment During an Interview Affect Job Candidates?

Posted by  Alissa Parr, Ph.D.

rude-behavior.jpgCandidate reactions matter. We know this and we’ve written about this before. Candidate reactions are important because they can affect candidates’ attraction to the organization, as well as their likelihood of accepting an offer, of filing legal complaints, and of being a future customer. We often think about candidate reactions as they relate to specific steps in the hiring process. For example, does a candidate think the assessment was fair? Does a candidate think he had an opportunity to demonstrate his skills during the interview?

However, we sometimes don’t think about how (or forget that) our behaviors can positively or negatively impact a candidate’s motivation to continue in the job search or hiring process. A recent study brought this very notion to light.


3 Tips to Understanding Millennials in the Workplace

Posted by  Bekah Regan

millennials-at-work.jpgWhen talking to clients about their challenges with hiring and selection, we frequently hear complaints regarding millennials in the workplace. Here are the typical characterizations:

  • They’re lazy; they don’t know how to put in a good day’s work.

  • They feel entitled; when they should be grateful that they even have a job.

  • They aren’t loyal to the company; they just jump around from job to job.

Did that list surprise you? Probably not. These stereotypes are as pervasive as a viral YouTube video; they’re replayed over and over and over again. But, are they true and fair generalizations? Have we really raised a generation with no work ethic, gratitude, or commitment?


Should You Discipline Employees Who Violate Safety Regulations?

Posted by  Craig White

health-safety.jpgWhen organizations place their employees in danger by violating safety regulations, they are subject to heavy fines and legal action, but what happens when an incident occurs due to an employee not following safety rules without the employer’s knowledge? Does the organization still pay worker’s comp, are they still fined for the violation, and do they have any recourse? Unfortunately, because every incident involves unique circumstances, there is no clear answer to these questions. However, it is important that we understand the rights of all parties involved and what steps employers can and should take before and after such incidents occur.


How to Make Skype Interviews as Accurate as In-Person Interviews

Posted by  Rose Keith

iStock_000025394406_Small.jpgIs it possible to conduct an accurate interview via Skype? Many of today’s candidates don’t always live in the same city where the job they’re applying for is. This presents a challenge for hiring managers who want to be able to interview qualified candidates in person, but don’t want to spend the money and time to bring them in for an in-person interview. A lot of companies are turning to Skype (or something similar) to conduct an interview that is more telling than a phone interview, but is more cost-effective than paying for the candidate to travel for the interview.

Does Skype work, though? We think it can. The keys to making Skype interviews effective are:


The Top 5 Takeaways From SIOP 2016

Posted by  Amie Lawrence, Ph.D.

SIOPSocial16.gifLast week was the 31st annual conference for the Society for Industrial/Organizational Psychology (SIOP). Every year at this conference aspiring I/O psychologists, academics, and practitioners gather to share their research and discuss best practices. Select International had a large contingent of psychologists sharing their knowledge (with over 20 presentations) and attending sessions. We have pooled our knowledge and identified five big takeaways from the conference related to personnel selection and assessment.

1) Size Matters

When it comes to pre-employment assessments and mobile devices, screen size does matter for some types of assessments. Mobile testing has been a big topic of discussion for the past few years. This year, researchers continued to investigate different kinds of assessment methodologies to better understand if mobile candidates are being affected by the device. For simulations and items measuring cognitive ability, the research is consistently pointing in the direction of “YES.” In general, the findings suggest for sections that measure problem solving, analysis, and processing speed, candidates are performing worse as a result of the device (smaller screens are one of the factors contributing to the decline). Given the link between diversity and mobile devices, it’s important for organizations to be aware of their assessment content and the devices candidates are using.


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