SELECT PERSPECTIVES BLOG

Lindsey Burke

Lindsey Burke is a Consultant based in the Pittsburgh office of Select International. She is largely responsible for client support and managing clients in industries including manufacturing, sales, and healthcare. Lindsey completed her M.A. in Industrial and Organizational Psychology from Xavier University and earned a B.A. and B.S. in Psychology from Kent State University.
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Recent Posts

3 Ways to Revamp Your Hiring Process in 2019

Posted by  Lindsey Burke

2019 hiring process

With the end of the year approaching, hiring managers and talent acquisition teams are in a crunch to utilize the remainder of their annual budget. After all – you use it, or you lose it! What better way to spend the last of your budget than on investments to improve your hiring processes in the new year? Considering we are at a record breaking unemployment rate, high volume hiring will likely continue well into 2019, so it should be a top priority. Below, we will discuss three areas to consider investing in to ensure your hiring process is top-notch in 2019.


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Strengthen Manager-Employee Relationships With These 3 Initiatives

Posted by  Lindsey Burke

manager-employee relationship

You may have heard the old saying, employees don’t leave their jobs, they leave their bosses. If you think turnover is all due to better-paying jobs and benefits, think again. Turnover is a multi-faceted topic. Several factors make up why a person will turn over. However, some factors pull more weight than others for why someone will turnover. One of those factors is an employee’s perceived relationship with their supervisor. One’s perceived relationship with a supervisor can revolve around several factors such as respect, friendliness, trust, and support. Below, we will discuss three areas where companies should focus their efforts to improve manager-employee relationships and retention stats.


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Recruiting Strategies to Attract Passive Candidates in the Workforce

Posted by  Lindsey Burke

Recruiting Strategies to Attract Passive Candidates in the Workforce

In a recent talent solutions report, LinkedIn took a look at trends emerging around recruitment strategies. Some trends were not surprising to see, such as employee referrals being the number one reason individuals discover new jobs. We all know someone who knows someone who knows someone who got them an interview at a company. Another unsurprising finding is the importance of compensation and work-life balance in terms of candidates actually accepting a job. The importance and value placed on these factors will always be at the top.


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2 Strategies for Onboarding Success in Manufacturing

Posted by  Lindsey Burke

onboarding manufacturing hiring

Employers all over the United States and Canada are taking all necessary efforts against the challenges of the tight labor market. Many employers want to find an answer to recruitment issues such as lack of candidates, candidate dropout, and becoming an employer of choice. Although these are very important things to investigate and improve upon where possible, knowing what you will do during the onboarding process to keep new hires engaged and excited to come to work every day will be even more important. People are no longer looking for a job because they don’t have one – people are applying to jobs because they are looking for a better job and know it’s out ther within their reach. New employees will not be scared to leave your organization early on in their tenure if you are not providing what they need to “tick.” Thus, what you are doing from point of hire counts as well.


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Job Tryouts and More Ideas to Retain Talent in Today's Labor Market

Posted by  Lindsey Burke

 

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18-year low. That's the rate that unemployment has reached in the past 12 months. It seems like it's all we're all talking about; employers all over the United States continue to struggle to find, attract, and retain top talent. These challenges have encouraged hiring managers and recruiters to think outside the box and implement strategies with unknown consequences and outcomes, some of which clients would never consider prior to this time. Here are three strategies the current economy has promoted our clients to try:


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The Future of Employee Assessments: Predictions from SIOP

Posted by  Lindsey Burke

future of employee assessmentsThe future of employee assessments was a big trend at the Society of Industrial and Organizational Psychology (SIOP) annual conference in 2018. Artificial intelligence, virtual reality, automation...you name it, it was discussed. Many employers and assessment creators have an interest in how these “tools of the future” can further enhance the predictiveness of current selection systems, but much of this is still unknown as we have only just begun in these areas compared to other assessment methodologies.


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2 Ways to Use Your Competency Model to Strengthen Your Talent Strategy

Posted by  Lindsey Burke

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The value of being strategic is critical to strong talent management programs. Any organization looking to develop an effective talent strategy should first consider establishing a robust competency model to serve as the common thread for all talent management initiatives. As an assessment provider, we often work with clients to implement multi-level assessment (MLA) solutions. Competency models, when executed effectively, help obtain the alignment, sponsorship, and standardization needed for these programs to succeed. More times than not, these solutions can be used for a range of positions within an organization from entry level all the way to executive level. As one would expect, the skills, behaviors, traits, and competencies needed for success progress from one level to the next. Using competency models can bring many advantages to talent management and talent acquisition teams as well as an organization as a whole.


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Three of the Most Common Employee Assessment Myths

Posted by  Lindsey Burke

Working as a consultant for Select International for four years now, I’ve come to learn some of the most common myths about assessments and their capabilities. The myths I hear repeatedly tend to center around ability, candidate experience, and candid responses. Below, I will break down each of these areas and bust these myths!


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3 Metrics that Suffer when Motivational Fit Isn't in Your Hiring Strategy

Posted by  Lindsey Burke

Employers are “feeling the burn” when it comes to filling open job requisitions, especially for skilled trades jobs where applicant pools are very small. When the right applicant comes along, you likely want to move that candidate through the hiring process quickly so you can get to the job offer. However, before doing so, you should be asking yourself one very important question: is this candidate a good fit for the job? If you are hiring employees based on educational background and work history alone, while completely ignoring other factors like organizational, cultural, and motivational fit, you are missing out on very important factors that can affect three important metrics.


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3 Leadership Qualities We Can Learn From Sidney Crosby

Posted by  Lindsey Burke

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Back-to-back Stanley Cup champions! Since 1998, no team has won the Cup in back to back seasons, making this achievement even more meaningful for the Pittsburgh Penguins and their fans. Without a doubt, the Pens would not have earned this accomplishment if it weren’t for Captain Sidney Crosby’s direction. This is Sid’s third Stanley Cup win over the past eight years of his career, and as he deserves, he’s been awarded the Conn Smythe Trophy as the NHL’s most valuable player for the second season in a row.


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