SELECT PERSPECTIVES BLOG

Megan Why

Megan Why is a Consultant located in the Pittsburgh office of Select International. Her areas of expertise include: workplace safety, interview training, and pre-employment selection assessments.

Recent Posts

How to Conduct Better Interviews in the Current Job Market

Posted by  Megan Why

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As recruiters and HR professionals, your jobs certainly haven't gotten any easier over the last few months with the low unemployment rate and stable job climate. While these aspects make this a positive time for the country and the economy, when you make your living by hiring the best employees for your organization, your job just got tougher. Many organizations are struggling to find candidates to fill open positions and often look to the hiring process for ways to help get people in the door more quickly and efficiently. This is a great time to make your process more effective in this changing job climate. 


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Are You Making One of These 4 Interviewing Errors When Hiring?

Posted by  Megan Why

interview-error.jpgInterviewing is the most common form of assessment when identifying new hires for any organization. When a hiring manager is talking to candidates, there are many things that they can do to make sure they use the time productively. Even the best interviewer can make mistakes in the interview process. Often, just being aware of the interview pitfalls can help even the most experienced interviewer perfect his or her skills. Here are some common errors to avoid during the interview process.


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5 Interview Questions You Must Ask to Assess Motivational Fit

Posted by  Megan Why

motivational-fit-interview.jpgMotivational fit is an important part of any interview process. Without asking questions around motivational fit or job fit, you could miss key pieces of information about a candidate’s likes and dislikes in the workplace. After all, studies have shown that motivational fit is the single biggest predictor of absenteeism, turnover, and overall employee satisfaction.

As a trainer of Select Interviewing for over 10 years, I put a strong emphasis on this during trainings and make sure interviewers understand the impact of motivational fit on their hiring process.

Below are 5 motivational fit questions that you can use during your interview to better assess the motivational fit of your candidates.


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4 Reasons Why an Automated Hiring Process Will Help Your Company

Posted by  Megan Why

hiring-funnelYour company may be in the position where they are thinking of moving from a manual hiring process to an automated one. You may struggle to see the advantages, especially if your current, tried and true, process is working. When thinking about automating your process, here are some reasons that an automated process will help to make your hiring process and job more effective.

1. Less labor intensive  A manual process is more labor intensive than an automated one. If you have people screening resumes and making phone calls, this can be very time consuming. If you are in a high volume hiring situation, this could be one (or more) person’s full time job. They are likely reviewing resumes or applications and calling people to make appointments. When automating your process, you let the system do this work for you. It can screen people on criteria and automatically schedule them for appointments all while your staff is working on other important tasks.


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Interview Techniques You’re Forgetting: Comparing Candidates to Essential Competencies

Posted by  Megan Why

Over the past year, I have been searching for the perfect house to buy.  I really enjoy real estate and made it my personal mission to find the perfect home!  Since I’m not in a huge hurry, I can look and look until my dream home comes on the market.  I’ve found this very similar to looking for the “perfect” candidate in the selection process.  They parallel each other quite well. 78524798

In my home search, I have a list of things that I’m looking for – a specific number of bedrooms and bathrooms, an ideal floor plan, price range and a desirable school district.  When I browse the internet or the little magazines at the front of the local diner, I have a list to which I compare all of the houses … do they fit my criteria or not?  In this process, some of the criteria are negotiable.  For example, I may settle for fewer bedrooms if there is some additional living space or maybe I don’t need two full bathrooms and just an extra powder room will do.  If it was in the perfect neighborhood and updated just as I wanted, I may be able to bend on these things.  Then there are those criteria that are non-negotiable.  Location can’t really be compromised.  If I want to live in a certain area, in a certain school district and within a certain driving distance from my work and friends, then location really isn’t something on which I can compromise.  Of course, I always seem to find that perfect house that is not quite in the right location, isn’t that how it usually works? 


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One Important Interview Technique You’re Forgetting

Posted by  Megan Why

 


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Why Hiring Managers Need Interview Training

Posted by  Megan Why

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If you have a tough question or need advice, you often look to “experts" within your organization. If you have a question about taxes, you probably know just the person to go to within your accounting department; if you have a benefits question, hello, benefits manager; and if you need some advice on local trade shows and events, your marketing manager may be just the person you need to see. While all of these people are experts in their own areas, they are also tasked with hiring folks to fill the seats in their departments.

Often, we think that because we have the best IT manager around, that he or she would obviously be able to hire the best IT people for his or her team. This may not be the case. Although these “experts” are skilled and trained in their fields, when it comes to finding the right people to fill positions, they may need some expert interviewing advice. 

It is important that we equip our hiring managers with the right training and tools in order to find the best people to fill open positions. By giving them two simple tools, interview training and competency based interview guides, they will be on their way to hiring top talent. These individuals are very skilled at identifying the skills and qualifications needed to perform the job at hand, but some guidance and training will help them to perfect their interviewing and hiring abilities. While technical skills and past experience are very important for most jobs, hiring managers would benefit from a greater understanding of how to get at those skills and behaviors that they may not be able to see on paper. By providing behavioral based interview training and interview guides, these hiring managers will be able to find the person who is the best fit for their position and the organization. Read more about why behavioral-based interviews improve your hiring strategy.


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