SELECT PERSPECTIVES BLOG

Jaclyn Menendez

Jaclyn is a Consultant based out of Fort Collins, Colorado. Her areas of expertise include testing, assessments, and project management. Jaclyn has contributed to the development, validation, and implementation of assessments with various clients. She has managed, analyzed, and presented data analyses for content and criterion validation studies.

Recent Posts

Why High Potentials Could Be Your Riskiest Hires

Posted by  Jaclyn Menendez

Is there a more buzzword-y buzzword than High Potentials? I’ve been hearing this phrase kicked around for so long that it’s officially joined the ranks of classic terms like “star employee” or “leadership material.”

When an employer says they’re looking for a high potential (or HiPo, if you want to get even more trendy), they typically mean that they want someone who has the potential to do great things in the organization. But management often overlooks the hidden danger of hiring a high potential: they come with their own set of unique risks that you may not be prepared for.


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How to Thrive as a Leader During Organizational Change

Posted by  Jaclyn Menendez

organizational change

No matter how structured your workplace seems, change is happening every day. Maybe it’s minor, like a shift in project goals, or someone new joining your team. Or maybe it’s major: a promotion, a new supervisor, or even a new company name. Major changes tend to be associated with much more complex reactions than minor changes, and require the guidance of strong leaders. But one of the most inspiring parts about major organizational changes is that every person involved has the chance to be a leader. That’s because everyone has agency over how the change affects them. While you may be looking to your supervisor or the CEO for their cues on how to interpret the news, remember that major change is a chance to demonstrate your own leadership ability. From a psychological perspective, the process breaks down into the following steps:


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Low Applicant Volume? Selection System Strategies to Consider

Posted by  Jaclyn Menendez

selection strategies to consider

Every organization, no matter how long they’ve been in business, knows the importance of maintaining a long-term vision and strategy. That’s why I’m always so surprised by clients who want to remove their screening process during times of low applicant volume. It’s akin to dating: even if there are not a lot of interested candidates, you should still value yourself enough to maintain some standards.


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Should You Provide Applicants With Feedback During the Hiring Process?

Posted by  Jaclyn Menendez

employee assessment feedbackWhen I was in graduate school, I applied for a competitive summer internship. The application process was intensive: a cover letter, multiple recommendations, a work sample, and a series of assessments and interviews. The entire process took nearly a month to get through. I made it to the final round and I was feeling fairly optimistic about my chances, until I received a generic rejection email from the human resources department. Just like that, my chances were over—and worst of all, I had no idea what their rationale was. Not only was I disappointed, I was frustrated: what had gone wrong?

Most people have a similar story of applying for a job that they didn’t get. It’s not a great feeling, and one of the toughest parts is the uncertainty of why exactly we weren’t selected. Did we mess up the interview? Or was it our testing score? Did we ever stand a chance? During times like these, it may seem downright cruel that most organizations do not provide any sort of follow-up feedback on a candidate’s performance throughout the hiring process. But now that I’m on the other side of the equation, I’d like to defend this trend and shed some light on its rationale.


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Overcoming the New Manufacturing Hiring Challenges

Posted by  Jaclyn Menendez

Overcoming the New Manufacturing Hiring Challenges

I’ll be honest. As a Millennial, I don’t buy into most of the negative press we receive. According to the media, we’re lazy, unmotivated, and generally the least desirable option in any applicant pool. (If I believed every story that came out against my generation, though, I probably wouldn’t want to hire me either.) While there are some valid differences to expect from any generation, Millennials are mostly just adapting to the changing times and culture of their surroundings. We act differently from the generations before us, yes, but that’s because the world we’ve grown up in is also different.


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What Does it Really Mean to Have A Valid Employee Assessment?

Posted by  Jaclyn Menendez

valid employee assessment

As a consultant and project manager, it’s my job to recommend the right tool for my clients’ hiring needs. I also get to answer their questions about why these tools are the best fit. And without exception, there is one question that I get asked more often than any other: Is this assessment validated?


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Should Your Hiring Process Change for New Manufacturing Technology?

Posted by  Jaclyn Menendez

hiring for new manufacturing technology

I recently had the opportunity to tour two manufacturing plants back-to-back. They both made the same products, they were both located in the same general vicinity, and the work itself was largely the same across both plants. The only difference? One had been using the same machines since the company’s inception, and the other had been upgraded to brand-new manufacturing technology within the past two years. My mission was to determine if this upgrade at one plant would warrant an upgrade in their manufacturing hiring process as well. In other words, how would this new technology affect our definition of a “qualified” applicant? Would employees need markedly different skills or abilities in order to be successful at a cutting-edge manufacturing plant?


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What Can Personality Really Tell Us About Job Candidates?

Posted by  Jaclyn Menendez

selection system

If you’re new to the field of selection, you might be wondering why assessing for personality is a common tool used in the hiring process. While most selection systems will also include other steps in their process as well, assessing personality is almost always recommended at some stage of your process. Here are the main reasons why.


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3 Leadership Tips You Can Learn from Bad Leaders

Posted by  Jaclyn Menendez

leadership tips to learn from bad leadersIn pretty much every superhero movie, there is a powerful person who – at first – seems like an ally. They put on a great show of being inspiring, or encouraging, or capable of creating great change. But, inevitably, they reveal themselves to be the villain with selfish and destructive motives at heart.

If you’re stuck working for a bad boss, you might see some parallels with these blockbuster flicks. While I'm not saying your supervisor is actually an evil supervillain, his or her inability to lead effectively might make you wonder how he or she managed to climb so high up the corporate ladder. This is particularly frustrating if you work in an otherwise positive environment: how did this one bad apple trick everyone else into thinking they’d be a good leader?


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What Top Companies are Doing to Close the Manufacturing Skills Gap

Posted by  Jaclyn Menendez

iStock-635888182.jpg

Not to brag, but I’ve been to my fair share of manufacturing plants in this country. If you don’t work in manufacturing, you may think that all plants look and act alike. (If you do work in manufacturing, then you know how very wrong that is.) But there is one factor that tends to unite manufacturing companies nowadays, regardless of the product being produced: they are all feeling the skills gap inherent to millennial applicants who, by and large, have little to no experience in anything remotely related to the industry. This is the result of a perfect storm: experienced workers are retiring, the manufacturing industry is booming and in need of more workers, and eligible young applicants are largely unfamiliar with the world of manufacturing in general.


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