SELECT PERSPECTIVES BLOG

Alissa Parr, Ph.D.

Alissa is a Consulting Manager at Select International. Her areas of expertise include the development, implementation, and evaluation of assessment processes. Alissa has experience managing entry-level through executive level assessment and selection efforts across a number of different industries including government, financial, military, education, healthcare, and manufacturing.
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Recent Posts

Are There Too Many Steps in your Manufacturing Hiring Process?

Posted by  Alissa Parr, Ph.D.

too many steps in manufacturing process

In an ideal job market, we would have a lot of interested job candidates.  Competition from other companies wouldn’t exist.  We would have the upper hand in choosing the best of the best for the job.  I think most employers would agree that, from their perspective, we are not currently living in an ideal job market.  As mentioned in the first blog in this series on hiring in a tight labor market, the current landscape is putting a lot of pressure on recruiters, Human Resources, and Talent Acquisition.  When conditions get tighter, processes that worked well in better conditions are put under the microscope and may be seen as barriers to getting (qualified) candidates apply to jobs and accept jobs offers.  When conditions change like this, it’s important to reflect on how the recruitment and hiring processes need to adapt to combat some of these challenges.  I'm here to offer solutions to these perceived issues and challenges.  One of the biggest concerns we hear is:


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What We Can Learn About Behavioral Interviewing from a TV Series

Posted by  Alissa Parr, Ph.D.

job interview behavioral interviewing.jpg

During a recent TV watching binge session, I stumbled across a TV show that sparked my interest (by title alone): The Job Interview. It seemed to have promise, and I thought may get some insight into HR practices being completed in the wild. So, for better or for worse, I gave it a try. After all, it would only disrupt my marathon of House Hunters. I didn’t have anything to lose. 


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Why Behavioral-Based Interviews Improve Your Hiring Strategy

Posted by  Alissa Parr, Ph.D.

What do you get when you pair an interviewer who isn’t using a structured, behavioral-based interviews with a sarcastic job candidate?  This:


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The Best Leadership Qualities for Leading Remote Teams

Posted by  Alissa Parr, Ph.D.

With advances in technology, there has been a significant increase in the number of employees working remotely over the past few years. Think about the last team project you were on. A decade ago, the question might have been, “Do any of your teammates work remotely or in a different location than you do?” Today, the question is more likely, “How many of your teammates work remotely or in a different location?” And, now that more individuals are working remotely, it’s important to consider what leadership qualities and styles facilitate collaboration and success in virtual teams. We know what the success factors are for leaders. It’s especially important to determine whether there are specific qualities or skills that stand out when working with remote employees and teams.


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Should You be Using Snapchat in Your Hiring Strategy?

Posted by  Alissa Parr, Ph.D.

Just when I think I’ve seen it all, I hear about a new hiring strategy by a company that blows my mind. This time? Using Snapchat to submit a job application. That’s right. McDonald’s in Australia recently announced that it would start accepting applications on Snapchat. As the first step in the process, job candidates would upload a short 10-second video. Rest assured, McDonald’s thought ahead and even created a filter that puts the job candidate into a McDonald’s uniform. After watching the video, recruiters will decide whether the candidate should move onto the next step in the process, an online application process. That’s definitely unique! Let’s take a closer look at this…


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Are the Most Intelligent Leaders the Most Effective?

Posted by  Alissa Parr, Ph.D.

leadership_intelligence.jpgWhen I think about a day-in-the-life of a leader, I imagine leaders making critical decisions that set team or organizational goals, problem-solving with team members on issues that arise, integrating multiple pieces of information to understand current events, and so forth. Critical thinking is common to these activities. Depending on the role and level of leadership, this may be more or less intense. However, I think we can all agree that decision-making skills and strategic thinking are critically important for success on the job. There is a lot of research to show that cognitive ability, or intelligence, is one of the best predictors of job performance.


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82% of Your Managers Aren't Effective At Their Job

Posted by  Alissa Parr, Ph.D.

bad_managers.jpg

That got your attention, didn’t it?  According to Gallup research, 8 out of 10 of your managers aren’t effective at their job.  To be exact, 82% of managers were not displaying important leadership skills and abilities needed to perform well on the job.  Only 18% of current managers have proficient skills and traits that demonstrate leadership talent.  This means that several companies are missing out on bringing in leaders who are effective and talented in their position.


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What Does it Take to Be a Good Leader in MY Company?

Posted by  Alissa Parr, Ph.D.

FB_Leadership.jpg

What does it take to be a good leader in my company? That’s the question Facebook asked recently.  Facebook wanted to better understand what makes managers excel within the company, so they conducted a company-wide analysis of its roughly 12,000 employee workforce. They first identified teams that were most engaged and happiest in their roles. Then, they reached out to the highest-rated teams and asked them what their managers did to make their work experience rewarding. Out of all the conversations, 7 common behaviors emerged as being important:


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4 Experts Weigh In: The Most Common Misconceptions of Employee Assessments

Posted by  Alissa Parr, Ph.D.

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When implementing assessments at a new company, we often hear many expectations and assumptions about the tests. Some of these are true, but a lot are false. Making decisions about an employee assessment based on untrue assumptions can lead you to choose a tool that isn’t as robust as it should be. Sometimes the decision-makers in an organization are the ones who have these negative views which can lead to more resistance to trusting assessment results.

So, we compiled together the four misconceptions we hear most often about assessments. Here they are:


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3 Tips to Giving Employee Feedback That Employees Want to Receive

Posted by  Alissa Parr, Ph.D.

employee-feedback-1.jpgOne big myth of employee feedback systems is that all supervisors want to give feedback and all subordinates want to receive it. It’s often the case that supervisors want their employees to grow and develop but apprehension builds when faced with the idea of providing negative feedback to employees.

Similarly, subordinates want to improve their skills and performance but may be hesitant to hear this information from their supervisor. Therefore, it’s important to consider best practices of feedback giving so supervisors can be more confident in giving feedback and subordinates can be more willing to hear feedback and then take actionable steps to improve their skills and performance.


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