SELECT PERSPECTIVES BLOG

Cassandra Walter

Cassandra is a Consulting Associate located at Select International's Pittsburgh office. She holds a Master's degree in Industrial Organizational Psychology. She works with clients across many different industries, including manufacturing, retail, customer service, and healthcare. Her areas of expertise include providing training and support for Select International’s applicant tracking system, SelecTrak, as well as assisting clients with requests and questions regarding tools and processes.

Recent Posts

5 Common Themes of the Best Companies to Work, According to Employees

Posted by  Cassandra Walter

best places to work

It’s no secret that in today’s economy, it’s crucial to be an employer of choice. It’s a candidate’s market, so in order to hire top talent, you need to be a top company – somewhere that people want to work. Recently, Fortune partnered with Great Place to Work to determine the 100 Best Companies to Work For.  Over 315,000 employees provided feedback to determine the winners of the 2018 list. Below are some of the common themes among the companies that made them great.


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Tips to Increase the Effectiveness of Your Resume Review Process

Posted by  Cassandra Walter

Tips to Increase the Effectiveness of Your Resume Review Process

The hiring process can be long and taxing. The part of the process that seems to be the least favorite for recruiters is the resume review. That’s not surprising, though; recruiters spend hours sifting through hundreds of resumes with varying formats and information. It can easily become overwhelming.

Furthermore, research shows that resume reviews are less valid and less reliable compared to other processes like structured interviews or assessments. Something that may stick out as a red flag may in fact not be as big of a concern, but you may have already tossed the resume and moved on. Yet, reviewing resumes continue to be a very common step in the hiring process. So, if we are going to continue to use resume screens, how can we make the process more efficient? 


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How to Maintain a Positive Candidate Experience During High-Volume Hiring

Posted by  Cassandra Walter

positive candidate experience high volume hiringDuring periods of high-volume hiring, your job as a hiring manager can get very stressful. You have multiple open positions and you’re likely receiving a lot of pressure from other stakeholders to get those positions filled ASAP. With a high demand and heavy workload, it’s not surprising that some things start slipping through the cracks, like maintaining a positive candidate experience. Candidate experience refers to how job applicants perceive and react to their treatment during the hiring process. Maintaining a positive candidate experience is critical. A recent survey conducted by the Talent Board found that of candidates who had a positive experience, 61% would actively encourage others to apply to the organization, while 27% of those who had a negative experience would actively discourage others from applying. Furthermore, for candidates who had a positive experience, 50% would share their positive experience with others, while 32% of those with negative experiences would publicize their negative experience. Thus, candidate experience can greatly impact your organization’s public image and either aid or hinder your recruiting efforts.


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How to Attract New Generations to Fill the Manufacturing Skills Gap

Posted by  Cassandra Walter

manufacturing skills gap

It’s no secret that there is an increasing skills gap in the manufacturing sector. One study conducted by Deloitte found that 84% of executives agree there is a talent shortage in the U.S. manufacturing sector. When asked what the executives consider to be the most serious skill deficiencies, technical and computer skills were at the top, followed by a lack of problem solving skills, basic technical training, and math skills. However, the problem isn’t just the skills gap, there is also an issue with young workers (think: Millennials and Generation Z) choosing not to pursue manufacturing jobs. Deloitte estimated that by 2025, 3.4 million manufacturing jobs will be needed, but 2 million of these jobs will go unfilled due to the talent shortage.


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How to be an Employer of Choice: 4 Strategies

Posted by  Cassandra Walter

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When you're an employer of choice, job candidates are eager to work for you. Given the opportunity, candidates will choose to work for your organization over others. Your top talent is staying with your organization rather than moving to another. With the unemployment rate so low in today’s job market, it is now more important than ever to be an employer of choice. Job applicants have more options. You want candidates and your top talent to see your organization as their number one option for employment.


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Effective Leadership: Keeping Your Cool During Difficult Conversations

Posted by  Cassandra Walter

iStock-638190260.jpgAs a leader, having difficult conversations is part of the job. Whether it’s discussing an employee’s less than acceptable work performance, having to tell your team they have to work overtime, or announcing an unpopular change, difficult conversations are just part of the leader package. Having these tough conversations can often lead to heightened emotions from both yourself and the people you are speaking with. One thing that separates good leaders from bad leaders is how they handle these strenuous conversations.


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Encouraging Honest Feedback for Leaders

Posted by  Cassandra Walter

iStock-618182858.jpgThe higher you climb on the corporate ladder, the more difficult it becomes to receive honest feedback from your peers and your subordinates. As a leader, your incumbents are likely to be hesitant to voice their opinions and concerns about your performance. However, as a leader within an organization, it is critical that you continue to receive feedback. Without feedback, you will be unlikely to see what your areas for improvement are and you may not continue to develop as a professional. Furthermore, as a leader you may be hindering your team’s performance without realizing it, and if your team is unable or unwilling to provide you with feedback, you likely never will.


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Do Your Goals Motivate and Engage Your Employees?

Posted by  Cassandra Walter

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The new year is here, and that means it’s time to set new goals – new year, new goals. Setting goals is a great and efficient way to engage your employees. It gives them direction and motivation as well as a clear frame of reference for success. However, not all goals are created equally. Some goals are more motivating than others. Below are four recommendations for how you can set motivating goals for your employees.


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4 Best Practices for Legally Defensible Interviews

Posted by  Cassandra Walter

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If we were playing a game to see which part of the hiring process would result in the most litigation, the interview would easily take the cake! Poorly structured interviews are more likely to result in litigation than other aspects of the hiring process, including cognitive ability and personality assessments. However, if done correctly and in a legally defensible manner, interviews can be great tools used to determine which candidates have the necessary knowledge, skills, and abilities to be successful on the job.


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Use This Method for Your Interview Notes to Hire Better Employees

Posted by  Cassandra Walter

You’ve done all the pre-work. You've done a job analysis, identified the competencies needed to be successful on the job, and you have developed great interview questions to measure those competencies. You are all set to begin conducting interviews.  Now, the hard work begins. 

The Struggle: Staying Engaged in the Interview...while also Taking Interview Notes

The purpose of an interview is to gather information from candidates to determine if he or she is the right person for the job. However, a major challenge that interviewers face is finding an efficient way to record the essential information while continuing to actively listen to the candidate’s responses. As an interviewer, you want to capture the important details so that you can recall it later and make an accurate evaluation of the candidate. But, you can’t record every word the candidate says.


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