SELECT PERSPECTIVES BLOG

Ted Kinney, Ph.D.

Ted is the Director of Research and Development for Select International. An Industrial/Organizational psychologist, Dr. Kinney leads a team of selection experts and developers in the creation and on-going research into the most efficient and effective selection methodologies and tools. He is a trusted advisor to many international companies across all industries. He has particular expertise in behavioral interviewing, turnover reduction, effective selection strategy, and executive assessment.
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Recent Posts

What Shouldn’t Change in Your Hiring Process Despite Low Unemployment

Posted by  Ted Kinney, Ph.D.

What Shouldn’t Change in Your Hiring Process Despite Low Unemployment.jpgRecruiters and hiring managers have it tough, especially lately. While the record low unemployment rate is a positive trend for the U.S., attracting talent in this climate is no easy feat. There aren’t as many people looking for jobs, so companies have to capitalize on the available talent that they do get access to. This sometimes leads organizations to the knee-jerk reaction that the selection process needs to be easy and steps should be eliminated in order to reduce a candidate's time in the process to nearly nothing. 


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A Mobile-Friendly Assessment Process Helps with Hiring for Diversity [Video]

Posted by  Ted Kinney, Ph.D.

mobile friendly assessment processMore than 8 in 10 internet users used their mobile phone to access the web regularly in 2017. This has an impact on your hiring process in that offering online and mobile applications will bring you a higher candidate volume, increase the candidate experience, and portray your company as up-to-date on technology trends. But, there are some less commonly recognized benefits to using mobile assessments. 

 


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These Metrics Prove that Your Assessment Process Works [Video]

Posted by  Ted Kinney, Ph.D.

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As a follow up to last week's vlog, How Can I Prove the Employee Assessment is Working, we're back this week with another similar common client question:


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How Can I Prove the Employee Assessment is Working? [Video]

Posted by  Ted Kinney, Ph.D.

prove employee assessment works

Understandably, clients often are tasked with proving the ROI of employee assessments. In this vlog, we start with a skit where the "client" asks a question we commonly receive:


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How Employee Assessments Predict Multitasking Performance [VIDEO]

Posted by  Ted Kinney, Ph.D.

This week we're continuing our vlog series on common client questions. Today's discussion covers how employee assessments measure behaviors that are important in many jobs, and are discussed in call centers particularly often. Let's jump in!

 

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Reducing Turnover: A Complex, but Achievable Goal [VIDEO]

Posted by  Ted Kinney, Ph.D.

It's a new year and we're excited to start it out by bringing a brand new vlog series to the Select Perspectives blog! We're going to kick off the vlog with a series of common questions we hear from our clients on a regular basis. A few of the members of the Research and Development team at Select International (myself, Ted Kinney, Ph.D., Director of Research and Development, Alli Besl, Ph.D., Research Consultant, and Jessica Petor, Research Analyst) will be sharing these questions with you as well as our answers and suggestions.

From this short video, you'll learn more about how an employee assessment relates to job performance and turnover, hear an important tip for combating turnover, and I also suggest some other related reading for you to check out, including our full whitepaper on the relationship between assessment scores, job performance, and turnover.


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Could I/O Psychology Have Predicted Tom Brady's Potential Before He Was Drafted?

Posted by  Ted Kinney, Ph.D.

football-field.jpgTom Brady is a great quarterback. There is no question about that. As painful as it is to admit, given that I am a die-hard Steelers fan, I have to say that he is certainly (at least) one of the greatest I have ever seen. His success cannot be questioned.

What I do find interesting about his success is that many say that it was surprising or unpredictable. In other words, people in the media cite that Tom Brady was a mediocre high school quarterback who had to take it upon himself to gain interest from colleges. Reporters tell stories about how he had to split time with Drew Henson during his junior and senior years at Michigan. And, how many times did we hear during and after the Super Bowl that Tom Brady was a 6th round pick and that nobody saw his success coming?


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Do Longer Employee Assessments Lead to Lower Candidate Engagement? [Video]

Posted by  Ted Kinney, Ph.D.

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We're publishing our first ever vlog on the blog today! In this vlog, Director of Research and Development, Dr. Ted Kinney, and Research Consultant, Dr. Alli Besl, take a look at the relationship between employee assessment length and applicant reactions. The question they answer is: Do longer assessments lead to lower candidate engagement?


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Do High Assessment Scores Always Lead to Better Job Performance? [Whitepaper]

Posted by  Ted Kinney, Ph.D.

job-assessment.jpgThe relationships between employee assessment scores and critical outcome variables, such as job performance and turnover, are not always clear cut. It is important to understand that such relationships do not always follow the linear pattern that most assessment vendors assume. There are certain situations in which we are more or less likely to see that linear trend.

For example, as the economy continues to improve, we are seeing turnover rates on the rise. The reason being, there are more alternative employment options available to employees and they are often easily accessible via the internet. Employees literally have these alternatives at their fingertips. Under such conditions, we cannot make broad claims that hiring individuals based on top assessment scores will always lead to reductions in turnover.


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The New Frontier in Candidate Attraction and Engagement

Posted by  Ted Kinney, Ph.D.

Selection decisions are not one-sided.  In blog after blog and webinar after webinar, I see new approaches to evaluating candidates.  To be clear, as the Director of Research and Development, my role is to help Select International discover new approaches to capturing job-related variance in human behavior to predict future actions.  Still, I often see a disproportionate emphasis on what organizations can ‘do to people’ to measure how they are going to act on the job. There is very little emphasis placed on the important decision that candidates have to make about the organization.463594915


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