SELECT PERSPECTIVES BLOG

5 Ways to Attract the Right Candidates Using Social Media

Posted by  Claire McCue

5 ways to attract the right candidates using social media

These days, people use social media for everything. Sure, a lot of your news feed is probably filled with your former neighbor's new baby, addicting recipe videos, fake news, and political debates. But social media can prove to be valuable and is here to stay – so why not use it to your advantage? Consumers and businesses are using social media to find new products and services, check out other businesses' ratings, schedule appointments, and share ideas. Communities use social media to come together over important issues or raise awareness for great causes. Companies even use social media to brainstorm, engage employees, and communicate. Our research has indicated that the use of corporate social networking signals lower turnover.


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3 Ways A Validation Study Makes Your Employee Selection Process Better

Posted by  Steven Jarrett, Ph.D.

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All organizations need to measure the effectiveness of their selection tools. Some may not know what a validation study is and that it’s available to provide a significant benefit to your selection process, or some may think the only time to conduct one would be if there are legal challenges. However, there are many reasons to conduct a validation study that are not directly related to legal challenges. A criterion-related validation study examines the scores on a pre-employment assessment and how they correlate with performance on the job, such that one would expect that individuals who score higher on your assessment tool perform better on the job than individuals who scored lower on the assessment. This process can be used not only on assessments, but any part of your selection process.


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Are Men or Women Better Leaders? Several Studies Reveal the Facts

Posted by  Amie Lawrence, Ph.D.

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In my last blog, 7 Reasons to Hire Women Leaders, I discussed some of the direct and indirect benefits that organizations can experience by having more women leaders. The diversity that women bring to the table in terms of perspective and experience can shape organizational decisions and culture in a positive way. In this blog, I’d like to tackle the idea of individual leadership effectiveness. Is there a gender difference in how men and women lead? And if so, is one gender considered a better leader than another?


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3 Strategies to Hire Quality Employees in a Tight Labor Market

Posted by  Steven Jarrett, Ph.D.

iStock-497523726The national unemployment rate is 4.1%. A big part of this is due to the growth in manufacturing in the US. When you add in the impact of the skills gap, it's becoming more and more difficult to find top talent to fill open jobs.

With this, 58% of HR leaders say their hiring volumes are increasing. However, even with the increased hiring volume, HR leaders don't necessarily expect their recruiting teams to grow correspondingly. So, how do we find individuals who will meet our needs and who have the knowledge, skills, and abilities (KSAs) that will help your organization succeed? It's time for organizations to rethink how they attract, hire, and retain talent. Here are three ways you can do more with less: 


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Tips to Increase the Effectiveness of Your Resume Review Process

Posted by  Cassandra Walter

Tips to Increase the Effectiveness of Your Resume Review Process

The hiring process can be long and taxing. The part of the process that seems to be the least favorite for recruiters is the resume review. That’s not surprising, though; recruiters spend hours sifting through hundreds of resumes with varying formats and information. It can easily become overwhelming.

Furthermore, research shows that resume reviews are less valid and less reliable compared to other processes like structured interviews or assessments. Something that may stick out as a red flag may in fact not be as big of a concern, but you may have already tossed the resume and moved on. Yet, reviewing resumes continue to be a very common step in the hiring process. So, if we are going to continue to use resume screens, how can we make the process more efficient? 


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7 Qualities of Successful Leaders

Posted by  Paul Glatzhofer

A leader impacts an organization and his or her team by setting direction, inspiring others, developing staff, driving performance, and much more. This huge span of influence can determine the health of a company, so leader failure can have a detrimental impact. According to HBR.org, over 50% of employees quit their jobs because of their managers, 30%-60% of leaders act destructively, and each failed leader can cost organizations $1-$2.7 million. 


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How to Conduct Better Interviews in the Current Job Market

Posted by  Megan Why

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As recruiters and HR professionals, your jobs certainly haven't gotten any easier over the last few months with the low unemployment rate and stable job climate. While these aspects make this a positive time for the country and the economy, when you make your living by hiring the best employees for your organization, your job just got tougher. Many organizations are struggling to find candidates to fill open positions and often look to the hiring process for ways to help get people in the door more quickly and efficiently. This is a great time to make your process more effective in this changing job climate. 


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2 Ways to Use Your Competency Model to Strengthen Your Talent Strategy

Posted by  Lindsey Burke

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The value of being strategic is critical to strong talent management programs. Any organization looking to develop an effective talent strategy should first consider establishing a robust competency model to serve as the common thread for all talent management initiatives. As an assessment provider, we often work with clients to implement multi-level assessment (MLA) solutions. Competency models, when executed effectively, help obtain the alignment, sponsorship, and standardization needed for these programs to succeed. More times than not, these solutions can be used for a range of positions within an organization from entry level all the way to executive level. As one would expect, the skills, behaviors, traits, and competencies needed for success progress from one level to the next. Using competency models can bring many advantages to talent management and talent acquisition teams as well as an organization as a whole.


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6 Leadership Skills Needed for Managing Remote Employees

Posted by  Alli Besl, Ph.D.

iStock-826361724Remote work is hotly debated. Is it good for business? Does it hurt business? Are employees more motivated or less motivated? Another common question that comes up when discussing a remote workforce is, "How do managers best lead remote teams? To answer this question, I decided to take a deep dive into the existing I/O literature. There have been a number of studies conducted to determine whether it takes a different set of traits, skills, and abilities to manage a remote workforce than it does to manage employees in a brick and mortar setting. In other words, researchers are trying to determine if good leaders are good at leading employees no matter where they’re located or if it takes something special to successfully manage off-site employees. During my review of the literature, a handful of consistent themes seemed to emerge.


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How to Maintain a Positive Candidate Experience During High-Volume Hiring

Posted by  Cassandra Walter

positive candidate experience high volume hiringDuring periods of high-volume hiring, your job as a hiring manager can get very stressful. You have multiple open positions and you’re likely receiving a lot of pressure from other stakeholders to get those positions filled ASAP. With a high demand and heavy workload, it’s not surprising that some things start slipping through the cracks, like maintaining a positive candidate experience. Candidate experience refers to how job applicants perceive and react to their treatment during the hiring process. Maintaining a positive candidate experience is critical. A recent survey conducted by the Talent Board found that of candidates who had a positive experience, 61% would actively encourage others to apply to the organization, while 27% of those who had a negative experience would actively discourage others from applying. Furthermore, for candidates who had a positive experience, 50% would share their positive experience with others, while 32% of those with negative experiences would publicize their negative experience. Thus, candidate experience can greatly impact your organization’s public image and either aid or hinder your recruiting efforts.


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