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Select Perspectives | Employee Assessment & Interview Training Blog

1 Tactic the NFL Uses in Drafting That You Should Use in Hiring

Posted by Brian Dishman

484373607I am a big football fan. Apparently so is the rest of America. Not only is the NFL the most popular professional sport in America, but it is the most popular television program with the highest Nielsen ratings. Football is a multi-billion dollar business.

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Topics: hiring, competencies, employee development, competency modeling

Will a Pre-Employment Assessment Solve All of Our Problems?

Posted by John Mirtich

New clients come to me all the time because they have such an expensive problem called “turnover”. After all, when you study the research it is common to see that turnover costs companies somewhere between 90% to 200% of that employee’s annual salary. That’s potentially $80,000 for the loss of an employee earning $40,000 per year. Really? These numbers to some might seem inflated or ambiguous but when you break it down…turnover adds up. Just consider the following costs:

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Topics: turnover, employee assessment, pre employment assessment

Should You Hire Humble or Ethical Leaders?

Posted by Alli Tenbrink

What type of leader would you want to work for?

Chess_Leader

An emerging hot topic in the literature surrounding leadership within organizations is the idea of humble and ethical leadership. It is hypothesized that humble and ethical leaders will yield positive outcomes that will benefit organizations. The notion surrounding such hypotheses is that if a leader is humble or ethical in their demeanor, they will be perceived more positively by those they supervise. In turn, their leadership will be more effective and accepted. Having solid leadership within organizations is crucial for success. Therefore, leadership styles that are received positively by employees will have positive results for the leader and organization. Research is demonstrating that this humble approach is especially beneficial for the increasingly dynamic and complex organizations that we see today.

What makes a leader humble? Some characteristics of a humble leader include:

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Topics: leadership

Hip and Cool or Dangerous and Illegal?

Posted by John Mirtich

I recently came across an article in Inc. Magazine that highlighted the efforts of a rapidly growing software company to create a “cool” and attractive culture. In fact, the company is indeed doing some pretty cool things to make employees feel happy and empowered.

They are committed to flexible work hours and encouraged to work from home at least once per month. Employees also get unlimited time off after the first year! The company even keeps a cold keg of beer on tap for happy hours, and provides free cab rides home if necessary. Wow, sign me up! On top of all that they use their own technology to create apps to:

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Topics: interview training, culture fit, structured interview

Interviewing Tip: Stop the "Similar to Me" Bias

Posted by Guest Blog

When we meet someone for the first time, it is nice to start off on the right foot. We search for common interests, discussion topics, and try to take an interest in each other’s lives. A cardinal error in the interviewing process is the inability to separate friend from employee. When you meet someone who could be your new best bud at the office, it can be difficult to reject that candidate.482264309

Just because the person you are interviewing is so much like you, that does not always mean they would make the best employee. In a recent article, Rivera (2012) discusses the epidemic that occurs when employers are looking for cultural similarities between the candidate and themselves. In particular, she reviews research on interpersonal dynamics. Overall, the research shows that similarity is one of the biggest factors influencing attraction during evaluation. This includes interviews, thus the reason we are interested, which means that applicants with similar interests and backgrounds as their interviewer have a greater chance of being hired solely based on commonalities with their employer. In the world of IO Psychology, this is referred to as the “Similar to Me” bias.

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Topics: interview training, interview, behavioral interview

Is a Job Analysis Really Important?

Posted by Amy Gammon, Ph.D.

Imagine that hundreds of job applicants completed an online application to fill two positions and you are tasked with hiring for those two positions. What do you do? Do you interview every single job applicant? That can be quite costly and time consuming. How do you determine who progresses in the hiring process? Well, you could use an online assessment that measures the key competencies to help aid you in making informed decisions.

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Topics: pre-employment assessments, employee assessment, Job Analysis, online assessment

Assessments Aren’t Perfect (But We Can Do Something About It)

Posted by Alissa Parr, Ph.D.

One of the situations a hiring manager will encounter at least once is when their impressions of the job candidate do not align with the assessment results.  This might occur after reviewing a resume or conducting an interview.  This may also occur in the situation of an internal promotion when the hiring manager is familiar with the candidate. 

There may be signs of success in the resume s465495943uch as long tenure at a company, a few rewards/recognitions at work, a higher education degree, etc.  Initially, this looks like an ideal candidate, but this candidate may not be the best for your job position in your company.  In the case of an internal candidate, hiring managers may have a general idea of how the employee performs.  However, assessments objectively measure specific competencies relevant for the target position.  Global impressions may overlook specific skills needed upon job entry.

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Topics: pre-employment assessments, hiring, Assessment, employee assessments

The Power of People in Your Organization

Posted by Danielle Desko

In late May, we talked about the incredible Great Pacific Race that kicked off on June 7th.   This race illustrated the power of people in a most unique way.   Select International supported the team Pacific Warriors – a four-person, mixed-gender team of rowers that powered across the Pacific Ocean from California to Honolulu.   After 57 days, 4 hours and 45 minutes of rowing, we are happy to report the team has made it!  During their 2,100 nautical mile journey, they encountered poor weather conditions, lack of sleep and food rationing – but through all that, they completed the task at hand and they all successfully made it.  We believe that the fact that they had such an excellent team in place was one of the most important factors in completing their trek.  This was an incredible example of people-powered success.  When you have the right people together, amazing things can happen.pacfic

While this is an extreme case of teamwork (idea for your next team-building event, anyone?), the concept of people-powered success is something HR managers know all too well, but it’s sometimes overlooked in the workplace. Hiring for a workplace team is not really that different from ‘hiring’ a people-powered team for an event such as the Great Pacific Race. The results achieved by your work teams are crucial to your overall business success. Having the right people working together to push each other to produce high-quality outcomes leads to success for everyone.

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What Can a Beer Company Teach Us About Hiring?

Posted by Mark Rogers

“Hire the right people, they’ll stay with you, and grow with you.” –Jim Koch

In a recent interview with Entrepreneur, Boston Beer Company founder, Jim Koch, stated that one of the main reasons for his company’s wild success was the employees he hired. Pretty surprising, right? It wasn’t just that they make a great product, it wasn’t that they advertised right, and it certainly wasn’t plain ol’ luck. It was the employees themselves. Seriously. Furthering that point, Koch said, “We were very careful about who we hired. We only hired people who we thought could fit in to the culture, and actually add to it.”480205019

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Reducing Turnover of Hourly Staff Starts with Supervisors & Managers

Posted by Paul Glatzhofer

Let me start by saying not all turnover is bad.  Organizations who effectively “manage out” underperformers and candidates who self select out of the job can open the door to backfill the position with a candidate who is a better fit.  However there are also forms of turnover that aren’t as good and need to be avoided as much as possible.  As many HR professionals have come to find out there are many reasons why employees exit the organization.  However some themes emerge over time and are fairly stable from one organization to the next.  Some of the most cited reasons are (1) pay/compensation (essentially this means employees are leaving for another opportunity that is offering more money) and (2) their relationship with their boss/manager, among many others. 174243094 

Each situation is different and various organizational interventions may help to reduce turnover.  However based on my experience with organizations who hire hourly employees there is typically one area that is overlooked the most.  Supervisors and managers have a huge impact on the morale of their staff.  It certainly makes sense given their function in the organization.  It also makes sense that effective leaders have the ability to improve morale, increase productivity, and generally make the workplace more pleasant for everyone involved, particularly their staff.  However they also have the ability to derail these outcomes if they are not effective.  More specifically they are one of the most commonly cited reason for employee turnover. 

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Topics: turnover, hiring, employee asssessments

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