4 Ways to Prevent Cheating on Employee Assessments

Posted by  Vicki Marlan

cheating-fakingA popular question that consultants at Select International are often asked by our clients is how we can prevent cheating or faking on assessments. So, before I provide some insight on the question, here’s a quiz to test your opinions on the issue.

What is the best way to prevent cheating and faking on assessments?

a. Provide candidates with different versions of an assessment.

b. Proctor the assessment.

c. Provide fake questions and catch candidates in a lie.

d. Tell candidates that if they do not answer questions truthfully, they will be disqualified from the hiring process.

e. All of the above


How Heuristics Can Affect Your Interviewing and How to Avoid Them

Posted by  Brian Dishman

interview-biasesInterviewing is a skill. Like any skill, good interviewing ability results from knowledge of technique, accumulation of experience, and an individual’s inherent talent. Like a professional golfer striking a long iron or an NFL quarterback rifling a tight spiral into defensive coverage, a skillful interviewer makes the process look easy. It is not. An interviewer must do some demanding, mental multi-tasking. An interviewer processes and evaluates what he is hearing from the candidate while simultaneously writing notes, identifying any missing relevant information, and formulating follow-up probing questions. The process requires quite a bit of cognitive juggling. For new interviewers, the process can be mentally stressful, and when our minds are stressed we are likely to make judgment errors. When our brain is overloaded with information it takes shortcuts. These mental shortcuts are called heuristics.


Holacracy: How and Why Zappos Is Changing Their Culture With It

Posted by  Alissa Parr, Ph.D.

holacracyZappos is, yet again, breaking the mold of traditional organizational functioning. I’ve written before about Zappos’ unique organizational culture. However, Zappos is in the news again. Recently, Tony Hsieh, CEO of Zappos, announced that Zappos would be replacing the traditional organizational structure with Holacracy. Hola-what you ask? Well, I asked the same thing…

Holacracy is a self-governing operating system in which there are no job titles and no managers. It removes power from a management hierarchy and distributes it across teams that have a clear set of roles, responsibilities, and expectations. Instead of being assigned to a particular job position or description, roles of employees are defined around the work. These roles are constantly being updated and employees fill several roles. Additionally, employees work within a team in which authority is equally distributed among its members. A final unique feature of Holacracy is that organizational rules apply to everyone; there are no exceptions to the rules depending on the employee.


A Few Tips to Help Your Organization Retain Top Talent

Posted by  Greg Kedenburg

top-talentNo company ever sets out to hire a mediocre employee. Given the chance, every hiring manager with the company’s best interests at heart would choose a high performer versus a low performer. Despite the rigor with which some organizations hire, the seemingly endless assessments, interviews and work samples, a candidate is never guaranteed to be top talent. In an effort to find the best employees, many companies opt to just recruit as many people as they can and then whittle down the list as they go. While this strategy may work from time to time, it is expensive, cumbersome, and very time consuming. Instead, what the modern organization should practice when it comes to hiring high performers boils down to simple quality vs. quantity.


Going Global: How to Ensure Accuracy of Employee Assessments Overseas

Posted by  Alissa Parr, Ph.D.

internationalIt seems like more and more organizations are getting the “traveling” bug and finding ways to expand their borders. Companies are not just interested in having more locations within the United States, but are interested in widening their reach by opening facilities outside of the United States. This is a trend I’ve noticed in our clients. There is much more interest in going global and using a consistent hiring process across locations.

As with most practices, there are several considerations you must take before rolling out a hiring process into other countries. In particular, when we implement an online assessment into another country, it’s not quite as simple as setting up a new candidate to take the assessment. Below are some questions you should ask before rolling out an assessment in another country.


Interview Tips: 4 Questions to Never Ask a Candidate

Posted by  Vicki Marlan

interview-tipsWe recently published a blog about oddball interview questions. For some companies, questions such as, “How much is all the tea in China worth?” are a distinguishing characteristic of the interview process. However, there is a difference between oddball interview questions and simply bad interview questions, and the latter should never be posed to candidates.

Interview questions that refer to legally protected areas such age, sex, religion, national origin, and disability status are illegal, and should always be avoided. Your organization’s legal counsel can help you determine whether an interview question is lawful according to federal and state legislation, but they will probably not have the time or interest in telling you that asking, “Who is your favorite Beatle and why?” is not the best way to determine a candidate’s decisiveness. Therefore, you will need to be an expert not in determining whether an interview question is illegal, but rather just poorly written.


How to Conduct a Job Analysis

Posted by  Kate Van Bremen, Ph.D.

ThinkstockPhotos-453643483The goal of a job analysis is to learn what’s important for success in a specific job – what kind of knowledge, skills, abilities (also known as: KSAs), traits, behaviors, etc. are important for success in the role. Once we’ve identified the competencies, or the tasks important to successfully perform the job, we can determine how best to measure those. The data from a job analysis can help inform a myriad of things important in the employee life cycle: Job descriptions, selection criteria, interview guides, performance evaluation criteria, etc. Conducting a rigorous job analysis helps to bolster the legal defensibility of the selection process that’s created by demonstrating the job-relatedness of the KSAs measured. The steps involved in a job analysis can vary and be accomplished in different ways, but, below are pieces that may comprise a solid job analysis.


4 Common Pieces of Hiring Advice That Are Actually Wrong

Posted by  Alissa Parr, Ph.D.

ThinkstockPhotos-476982813Ok, I admit it…I’m completely guilty of being swayed by online advice in an area that I have little to no familiarity with. At the sign of a symptom, I’m scouring medical websites to see what ailment I’ve come down with. While some of these sources are legitimate, others are not. But even so, I’m probably not the best person to assess my symptoms and determine the gravity of them.

You can find online advice for anything these days. This is a blessing and a curse—you have lots of information at the tips of your fingers, but you also are presented with information that may not be accurate. The information conveyed may be opinions or based on anecdotal evidence. Additionally, it’s sometimes difficult to judge the legitimacy of the information. The author may have some “extra letters” following their name, but this specialized degree may have little to do with what they are commenting on. It’s important to be overly critical of advice provided online. Who is providing the information? Do they have expertise in the area? What are they basing the information off of?


5 Things You Didn’t Know About Industrial/Organizational Psychology

Posted by  Alissa Parr, Ph.D.

psychologyIndustrial/Organizational (I/O) psychology is a broad field that covers all sorts of topics encompassing issues in the workplace. It is based on a scientist-practitioner model such that scientific research should inform practice. Additionally, application of procedures and systems should inform directions for future research. This collaboration between the academic and applied communities is the critical to ensure that we are advancing the field and meeting/anticipating needs of the business environment. 

In our blogs, we try to provide useful tips and strategies that can be used for talent management.  However, even outside of talent management, there are a lot of little known facts about I/O psychology that you may not be aware of and find interesting. Here are 5 things you didn’t know about I/O psychology:


5 Tips for Implementing Competency Models

Posted by  John Fernandez, Ph.D.

ThinkstockPhotos-177513336I wrote in my last blog about the importance of using competency models in talent management. The next part is actually implementing a competency model. This step can be a daunting endeavor, but if done well, brings tremendous benefits to an organization. As the backbone to a number of talent management programs such as selection and performance management systems, competency models can help gain organization-wide alignment on what defines success for individuals, teams, departments, and the company as a whole.

Effective competency models not only require a lot of work to execute, but also input and buy-in from several key stakeholder groups. While there is no single strategy or approach to developing a competency model than can guarantee its success, there are some general tips or guidelines that if followed, maximize the chances that a competency model implementation will go well. These tips are summarized and discussed in detail below:


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