SELECT PERSPECTIVES BLOG

Steven Jarrett, Ph.D.

Steven Jarrett is a Senior Consultant at Select International. He has extensive experience developing, implementing, and validating legally defensible selection solutions for organizations. Steven has worked in a variety of industries including manufacturing, retail, healthcare and education.
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Recent Posts

Manufacturing Hiring: Good Employees Have Never Been Harder to Find

Posted by  Steven Jarrett, Ph.D.

good manufacturing employees

The Operations Manager just informed you that he needs ten new hires next week to meet the growing customer demand.  In addition, you've had four people turn over this week who will need to be back filled immediately.  However, your candidate pipeline is running dry and you cannot get people through the hiring process fast enough.  How are you possibly going to fill these 14 new positions?  For many Talent Management professionals, and particularly those in the manufacturing industry, this is the new norm – an unending list of open positions and a dearth of qualified and available talent. There is a confluence of events that are leading to some of the most difficult hiring conditions that we have seen in decades.


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3 Ways A Validation Study Makes Your Employee Selection Process Better

Posted by  Steven Jarrett, Ph.D.

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All organizations need to measure the effectiveness of their selection tools. Some may not know what a validation study is and that it’s available to provide a significant benefit to your selection process, or some may think the only time to conduct one would be if there are legal challenges. However, there are many reasons to conduct a validation study that are not directly related to legal challenges. A criterion-related validation study examines the scores on a pre-employment assessment and how they correlate with performance on the job, such that one would expect that individuals who score higher on your assessment tool perform better on the job than individuals who scored lower on the assessment. This process can be used not only on assessments, but any part of your selection process.


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3 Strategies to Hire Quality Employees in a Tight Labor Market

Posted by  Steven Jarrett, Ph.D.

iStock-497523726The national unemployment rate is 4.1%. A big part of this is due to the growth in manufacturing in the US. When you add in the impact of the skills gap, it's becoming more and more difficult to find top talent to fill open jobs.

With this, 58% of HR leaders say their hiring volumes are increasing. However, even with the increased hiring volume, HR leaders don't necessarily expect their recruiting teams to grow correspondingly. So, how do we find individuals who will meet our needs and who have the knowledge, skills, and abilities (KSAs) that will help your organization succeed? It's time for organizations to rethink how they attract, hire, and retain talent. Here are three ways you can do more with less: 


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How to Get HR and Operations to Agree on Employee Assessments

Posted by  Steven Jarrett, Ph.D.

agreement.jpgThe epic battle wages on as two sides fight tirelessly in an effort to impose their will and dominate the corporate landscape. Are we talking about Google vs. Amazon? No, this battle is between operations and human resources, and although these should be two symbiotic groups that work together towards their common goal, often times they are not.

Operations can often feel overwhelmed by all of the policies, practices, and procedures that HR puts into place, while HR can often get frustrated by the shortcuts of operations to circumvent these practices. One area where I have found this to most often be the case is with the selection of new employees and the decision on who to hire. Even taking a step back, a tough question can be: How does the organization select new employees into the organization?


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5 Ways to Improve the Legal Defensibility of Your Hiring Process

Posted by  Steven Jarrett, Ph.D.

legal-defensibility.jpgWhat defines an effective selection system? That can depend greatly on who you ask within an organization. Specifically, if you ask operations it is a system that hires top quality candidates quickly; for human resources it is a system that is easy to administer and allows them to track and process candidates quickly; for legal however, it is the system that creates less work for them a.k.a. does not get the organization sued. Some may believe that these are differing goals, but in our opinion they do not have to be. Here are five recommendations on how your organization can improve, or create, a legally defensible hiring system that can also hire effective individuals quickly.


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How to Make Working From Home, Work for Your Company

Posted by  Steven Jarrett, Ph.D.

working-remotely.jpgWorking remotely, teleworking and telecommuting. There are all terms to describe the working situation of an individual who does not work in an office defined in the traditional sense of the term. The numbers of those workers are growing; according to the American Community Survey, reported by GlobalWorkplaceAnalytic.com, as of 2014, 2.5% of the workforce in the U.S. now works from home at least half of the time, which is a 102% increase from 2005.

When determining whether an employee should be permitted to work from home, there are several factors for a company to consider. It is important to weigh the benefits with the challenges; certainly there are some cost savings for the employer for items such as office space, furniture and supplies. But there are also aspects of being in the office that are difficult for remote employees to benefit from, such as the possibility of face-to-face interaction and impromptu meetings. Additionally, managers may have some concerns about supervising a remote employee, particularly whether the employee will be responsive and productive.


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4 Tips to Building the Perfect Selection System

Posted by  Steven Jarrett, Ph.D.

hiring-candidateIf you read this blog regularly, then you've been reading a lot lately about the advantages of using assessments and other objective methods in your hiring system. Hopefully, you have decided to give them a shot. Decision made. Now it’s easy, right? What else could there be? Almost as important as choosing the correct selection tool is building the proper selection process. There are a lot of factors to consider when deciding on the selection process, including, number of potential applicants, objectivity of the hiring system, managing hiring manager expectations, cost, time, administrative burden, and many more. Here are a few pointers that can help you create a system that is cost-effective, valid, and practical:


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What's Our Best Piece of Hiring Advice? One Team's Perspective

Posted by  Steven Jarrett, Ph.D.

chat-bubblesAs a group of human resource consultants with a variety of backgrounds we often find ourselves disagreeing on certain topics. The positive is that those disagreements can incite new knowledge and ways of thinking about a particular problem or issue. Thus, the objective here is to provide a variety of perspectives that have the potential to help organizations who find themselves trying to answer this common question: How do we make sure that we hire the best employee for the job?


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Has Your Organization Met the New OFCCP Requirements?

Posted by  Steven Jarrett, Ph.D.

OFCCP-complianceI recently attended a conference that included a large group of Human Resources professionals from organizations large and small to discuss pressing topics in HR and the field of I/O Psychology, in general. In this conference I participated in a forum on two new regulations from the OFCCP (The Office of Federal Contractor Compliance Programs), specifically, changes to Section 503 of the Rehabilitation Act of 1973, as amended and to the Vietnam Era Veterans’ Readjustment Assistance Act, as amended.

If you are not aware the premise of these changes is that organizations will now be required to track and report the percentage of disabled and veteran employees, aiming for a target utilization rate (roughly 7% for both). This includes providing the government data on their current workforce and tracking applicant and incumbent data from this point forward.


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Six Questions to Ask When Choosing an Employee Assessment Provider

Posted by  Steven Jarrett, Ph.D.

QuestionsBig data, analytics, informed decision-making are all buzz words that are taking the business world by storm. Within this movement, of more informed decision-making, more and more companies are trying to get “smarter” about how they hire their new employees. This has led to an increase in the use of assessments to make hiring decisions. As with any demand, as their usage increases, the number of assessment vendors also increases. So, how can someone new to the assessment industry differentiate the quality vendors from the opportunistic vendors? Here are some questions that you should be asking all potential vendors to help you determine which company will provide the best solution for your organization.


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