Twice a week - and that's it.
Your email address WILL NOT be shared.
Don't get tricked in your next interview, watch the video below to learn about the Top 5 Interviewing Mistakes.
I have a lot to be thankful for: family, friends, my job, food at my table and a roof over my head but if you are a busy HR professional, I bet having an efficient hiring process tops your “Professional Thankful List”. Hiring the right people, the first time, can mean so much for your organization. As a hiring manager you put a lot of time, effort and investment into hiring employees – you always hope a new hire works out. In case you’re more regretful than thankful for your hiring process, here are a few steps you may be missing:
In 2012, the American National Standards Institute and Society for Human Resource Management collaborated to determine a cost-per-hire algorithm that would provide a standard by which companies in the United States could compare their hiring across industries. Lee Webster, SHRM’s director of HR standards stated, “The HR profession and its stakeholders can now begin to make business decisions based on credible, transferable, and inter-operable human capital analytics.”
Are you reading this blog on a mobile device? Chances are that a quarter of you (or more) are reading this on a smartphone or tablet. Even if you aren’t reading on that device, it is likely that some link to it has shown up on one. Personally, I have probably received a link to this blog in my e-mail and on my LinkedIn, Facebook, and Twitter apps, which are on my PC, smartphone and tablet. If you aren’t this connected and mobile, it probably won’t be long before you are.
Your company is investing significant capital in a new facility. It will be state of the art in terms of technology, equipment, and layout. The project planners have thought of everything and it truly will be a showcase operation. But what about the most important ingredient needed for a successful plant start-up ... the people who will run it? Has the same care, planning and analysis gone into designing the hiring system needed to ensure the employees will be world class just like the facility?
What eHarmony has done in matchmaking is to use data to empirically identify 29 key dimensions of compatibility that predict successful relationships and marriages. They have grouped these dimensions into “Core Traits” that include emotional temperament, sociability, intellect and energy and “Vital Attributes” that include things like communication style, conflict resolution, spirituality and ambition.
It’s likely you already have a hiring process in place. But like all things, hiring processes must change to meet the demands of the constantly evolving world in which we live – if not you’ll create a terrifying monster of a hiring process!
Even though The Office series has ended, we still remember it well. Some of us are probably re-watching it on DVDs just to relived each moment. Why was (is) that show so popular? I’ll tell you why, because it’s believable. Unless you’re one of the fortunate few, your office probably has a Dwight, Jim, Pam, Toby, and of course a Michael Scott. Poor Michael ... you’ve got to feel for him. It pains me to watch awkward situations manifest, and Michael manages to create that face-in-hand, head shaking experience regularly.
When you hire a new employee, you are about to make a large investment, something that will be costly and likely to be a decision you will need to live with for a long time. There is a lot of information to gather and discuss with others, but ultimately the decision will be yours, and most likely the consequences as well.
Validity and reliability are two very common, important words in the field of I/O (Industrial Organizational) Psychology. When it comes to choosing your hiring assessment, it’s important to truly understand how both of these components contribute to creating a sound assessment that benefits your team’s hiring needs.
Select International 5700 Corporate Drive, Suite 250 Pittsburgh, PA 15237 800-786-8595>