Usually, you’ll find us talking about how organizations can use employee assessment to identify the right candidates.   But what is your organization doing to attract potential candidates? Before your organization can assess and identify the candidates who will be successful, those candidates have to actually want to work for you and more importantly apply for the job in the first place.  

If you just use an interview to select candidates, research shows you are going to hire the wrong person about 85% of the time.

The key to any valid and reliable interview is asking past behavior questions.  

When I present at sales effectiveness conferences or on webinars, people often ask me if the competencies for success in sales have changed or evolved over time.  My response is no - the core competencies of what it takes to be successful in sales have remained stable for decades.  

Finding the right assessment can greatly increase the accuracy and efficiency of your hiring decisions. Assessments come in many shapes and sizes, so how do you know if you are using the right one to fit your hiring needs?

Processing a large amount of candidates is one of the biggest challenges facing hiring managers in today’s workplace.  On average, organizations can expect to receive 30-50 applicants for every job opening – in most cases, that number is much larger. 

If a hiring manager isn’t properly prepared, there are many issues that can arise during the interview process that can prevent them from obtaining the information necessary to make a good hiring decision.  In my years of training interviewers, I’ve witnessed many of these mistakes, and have compiled a list of the top five mistakes that most commonly occur.  It's important that hiring managers understand how each of these errors directly impacts hiring decisions.  

Select would like to extend a big thank you to everyone that stopped by our booth at the SIOP conference to learn more about our organization, listened in on our symposium, stopped by to ask questions about our posters or interviewed with us at the placement center. It was good seeing you in Houston! We sincerely hope that you left us knowing a little more about why we love the work that we do and how passionate we are about Industrial & Organizational psychology.

Unfortunately not all hires end up working out. There are many reasons why an individual doesn’t work out, but one of the main reasons is often because they just don’t “fit.” You’ve probably heard people say that before – “It wasn’t a good fit for me.” Just like a pair of jeans, a job can sometimes be a little tight here or a little loose there. Poor fit often leads to turnover, which can be costly for both the organization and the candidate.

Even with all of the advances in testing and technology used to hire new employees, the interview remains the number one utilized employee selection method by organizations to date. Most interviewers will tell you that they cannot feel comfortable with a potential hire until they have met the candidate face-to-face and been able to shake their hand. The question in our eyes is not “should we have an interview in the hiring process?” but “what kind of interview should be used in the hiring process?”