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Select Perspectives | Employee Assessment & Interview Training Blog

One Part of the Hiring Process that is Often Overlooked

Posted by Bekah Regan

157384689Consistency – doing the same thing, the same way, every time. It’s akin to a driving beat, a stable pulse, a steady metronome. Consistency may seem easy or mindless in theory, but it’s difficult in practice. You have to be committed, exacting, uncompromising.

We appreciate consistency at our favorite restaurant, where our steak is cooked to a perfect medium rare and the staff is genuine and attentive every time we dine. We also appreciate consistency at the hair salon, where we get the perfect trim each visit. We rely on consistency for annual auto inspections and oil changes, to make sure we’re driving safely. We’re passionate about consistency during athletic events, as fans become irate at a seemingly unfair or contradictory call from the official.

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Topics: hiring, hiring process, Assessment

Four Reasons for Turnover That You May Not Know About

Posted by Alissa Parr, Ph.D.

ExitA challenge often faced by organizations is high turnover. This is particularly problematic when the unemployment rate is very low and the demand for jobs is high. In this situation, individuals are much more likely to bounce from job-to-job in search for the next best offer. We have previously discussed the idea that not all turnover is bad. Functional turnover, or the good kind, exists when poor performers remove themselves from the organization. Despite there being benefits to some types of turnover, we still want to avoid turnover from occurring.

So, what are some of the causes of turnover? The first one that comes to mind, which we tend to focus on, is a poor hiring system. Hiring systems may not be effectively identifying individuals who are skilled for the job or who would be a good fit for the role and organization. This is a good place to start when trying to reduce turnover issues because you are able to prevent poor performers from even getting into the organization from the beginning.

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Topics: turnover, hiring process, employee assessment, turnover costs

The Key to Success When Working with an Assessment Provider

Posted by Carolyn Cosco

CommunicationDo you think communication is critical to your success? What about with your personal relationships, your family, your friends, your peers? OK, so that question was rhetorical. But what about with your providers of goods or services?

We work with many different sized organizations and the one thing I can say without question is that those who take an active role in working alongside their partners are much happier and have far better results than those who don’t.

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Topics: employee assessment, Select International

Why Doesn't a Production Line All-Star Always Make a Great Supervisor?

Posted by Kate Van Bremen, Ph.D.

Production_LineI can’t tell you how many times I’ve heard my clients say this: “We really needed a team leader over area X. I promoted Joe, the best production guy we had, six months ago to lead that team and it’s been a terrible mistake.” Let’s think about it. What made Joe so awesome at the production position? He was great at making widgets; over the years he had become very efficient, mastering the few steps needed to do the job – he produced great volume with great speed. Joe keeps his head down – doesn’t interact much with the others, but really gets the job done!

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Topics: hiring process, leadership, assessment tool

Prevention: The Best Way to Reduce Turnover

Posted by Alissa Parr, Ph.D.

TalentHigh turnover. Poor attendance. Low performance. Accidents. Workplace bullying. These are all reasons why an organization might approach industrial/organizational psychologists or consultants looking for a solution to intervene and tackle these issues. While there is no silver bullet to reducing or eliminating these problematic behaviors, there are several methods that we can take to reduce them. One of these methods that organizations often take is improving or revamping the selection process. Making changes to the assessment process or adding steps to the process is an effective and efficient way to facilitate positive changes in the organization.

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Topics: I/O Psychology, turnover, employee assessment

Three Types of Employee Assessment Practitioners. Which One Are You?

Posted by John Mirtich

Three_TypesI have worked in the field of Industrial/Organizational Psychology, on and off, for almost 25 years. In the last 8 years I have specialized in the field of testing and assessment for talent selection and development. During that time I have worked with many different types of clients and have made many new friends along the way. As you can imagine, all of my new friends and colleagues have a vast array of experiences and opinions when it comes to utilizing competency based assessments in the employee selection process. However, I can sum their personalities and approaches into three main types. You have the I/O Disciple, the Pragmatist, and the Bargain Hunter.

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Topics: I/O Psychology, employee assessment, adverse impact

Our 5 Most Popular Blog Posts of 2014

Posted by Mark Rogers

CountdownAs 2014 comes to a close, we wanted to take a minute to recap our most popular blog posts from the year. Personally, I think every blog has been a great one, but there were definitely some that were more popular than others.

We also want to thank all of you – our readers, for taking the time to read and share our posts! We truly hope that you found some helpful tips for your hiring, interviewing, employee development, and assessment needs.

Without further ado, here are our top 5 posts of the past year:

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One Key Step to Successfully Implementing Employee Assessments

Posted by John Fernandez

SuccessWhen organizations partner with assessment vendors to implement new assessment tools, there are many factors that impact the success of the new assessment program. Among them are the quality of the assessment tools, as well as the service and support provided by the vendor. However, one factor that is often overlooked is ensuring that all of the key stakeholders within the target organization are engaged throughout the assessment implementation process.

In this article, three key stakeholder groups typically present in medium to large organizations – Line Leaders, Staffing Consultants, and HR Generalists or Business Partners - will be discussed, highlighting the risks to a successful assessment implementation if they are not engaged.

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Topics: hiring process, Assessment, employee assessment

Twelve Tips of Seasonal Hiring (Part 3)

Posted by Rose Keith

This is the third installment of our "Twelve Tips of Seasonal Hiring" blog series. Be sure to read Part 1 and Part 2.

hciOur ninth tip for you is to keep your temporary and contract staffing records separate.

When it comes to HR, what often comes to mind is all the paperwork to complete. When you are hiring temporary staff not employed by your organization, it’s best practice to keep records from the selection process as well as general employment records separate from your direct hire employees.  This is due to auditing practices of regulatory agencies.  If you keep your contract/temporary and direct hire staff records together, the auditor may see those as one applicant pool.  A (falsely) larger applicant pool may be a disadvantage when you’re providing selection ratios to those auditing agencies, as a larger N size increases the statistical likelihood you’ll find significant differences among groups.   Additionally, if your staffing agency is held liable for a mistake in their recruitment efforts, you may be too due to your combined record keeping.  Although we’d recommend you to treat all your staff the same with regard to your organizational culture, it is wise to be cautious when it comes to employee records.  Bottom line: Keep your filing cabinets in order and separate to avoid any confusion when it comes to employment records.

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Topics: hiring, Assessment

Twelve Tips of Seasonal Hiring (Part 2)

Posted by Bekah Regan

To read Part 1 of our Twelve Tips of Seasonal Hiring blog series, click here

hiring-candidateAs we have mentioned before, this time of the year is BUSY. However, just because you are short on time does not mean you should save time by hiring every candidate that comes across your desk. You still want to ensure you are hiring the best of the best especially during the busiest time of the year! As we know, recruiting that top candidate can take some time.

Tip number five is to streamline the screening process.

Sorting through applications to determine what candidates meet your criteria for a seasonal position can be overwhelming; especially during a season when you just don’t have time to spare. To make your screening process more efficient, you can move your application online. Online applications are easier to filter and search through than paper applications, and they take up a lot less space! Applicants without computer or internet access at home can also complete these applications at a public library, employment office, or even onsite at your organization.

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Topics: hiring, Assessment, retaining employees

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