SELECT PERSPECTIVES BLOG

3 Common Candidate Frustrations in the Hiring Process

Posted by  Vicki Marlan

common frustrations in your hiring processMany of Select International’s clients are in an enviable situation from a hiring perspective; they are the employer of choice in their area, or they have thousands of applicants for a small number of job openings. Under these circumstances, organizations are interested in utilizing hiring processes that facilitate an easier review of large volumes of applicants. However, streamlining internal intake procedures shouldn’t translate to making the process overly burdensome or less informative for candidates. Although organizations won’t be able to place all job applicants, it’s still in their best interest not to discourage candidates from applying or annoy them in the process. Sure, plenty of applications aren’t worth a thorough examination by the HR team, but there is a fine line between implementing job-relevant screening procedures and alienating the most talented job seekers due to stringent application requirements.


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The Top 10 Human Resources Articles of 2017

Posted by  Claire McCue

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The overhaul of performance management, AI, the rise of the gig economy, HR and recruitment automation, prioritization of the candidate and employee experience, gamification, and millennials becoming the majority workforce are just a few of the changes that 2017 brought to the workplace.


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4 Best Practices for Legally Defensible Interviews

Posted by  Cassandra Walter

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If we were playing a game to see which part of the hiring process would result in the most litigation, the interview would easily take the cake! Poorly structured interviews are more likely to result in litigation than other aspects of the hiring process, including cognitive ability and personality assessments. However, if done correctly and in a legally defensible manner, interviews can be great tools used to determine which candidates have the necessary knowledge, skills, and abilities to be successful on the job.


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Use This Method for Your Interview Notes to Hire Better Employees

Posted by  Cassandra Walter

You’ve done all the pre-work. You've done a job analysis, identified the competencies needed to be successful on the job, and you have developed great interview questions to measure those competencies. You are all set to begin conducting interviews.  Now, the hard work begins. 

The Struggle: Staying Engaged in the Interview...while also Taking Interview Notes

The purpose of an interview is to gather information from candidates to determine if he or she is the right person for the job. However, a major challenge that interviewers face is finding an efficient way to record the essential information while continuing to actively listen to the candidate’s responses. As an interviewer, you want to capture the important details so that you can recall it later and make an accurate evaluation of the candidate. But, you can’t record every word the candidate says.


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How to Build Your Interview Process Like the Perfect Thanksgiving Meal

Posted by  Vicki Marlan

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I’m looking forward to Thanksgiving this year because my family is spread across the country these days and we don’t get together as much as I’d like. Thanksgiving is a great excuse to bring families across America to the dinner table together for a huge, delicious meal once a year. Because I will be hosting the meal this year, I was researching seasonal recipes and somewhere between reading about pumpkin pie and candied sweet potatoes I got to thinking about the predictability of Thanksgiving and how it is surprisingly similar to the interview process that many of my clients have implemented at their organizations.

Believe it or not, Thanksgiving and behavioral-based interviewing have a lot in common; read on to find out how.


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Interview Training Tips to Tackle 3 Common Hiring Challenges

Posted by  Rachel Reid

There are many resources that provide tips and guidance for interviewees to overcome challenges in an interview. However, it is also important to note that the interviewer also faces challenges. I’m sure everyone can think of one challenge that they struggle with when interviewing candidates. Whether it is for an entry-level position or an executive position, we all have obstacles. During one of our recent interview training workshops, recruiters and HR professionals shared common challenges they face when conducting interviews. It’s important to know how to overcome these challenges because a poor fit can be very costly to any organization. The interview is usually the final step before making an offer and the last chance to gather data about a candidate before a decision is made. 

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Why Behavioral-Based Interviews Improve Your Hiring Strategy

Posted by  Alissa Parr, Ph.D.

What do you get when you pair an interviewer who isn’t using a structured, behavioral-based interviews with a sarcastic job candidate?  This:


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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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Avoid 90% of Interviewing Mistakes With This Simple Acronym

Posted by  Jaclyn Menendez

interview-mistakes.jpgInterviews are a fantastic way to gain insight about an applicant, but it can be tough to remember all the different best practices. Obviously you want to end up with useful information that will be helpful in your hiring decision, but how can you maximize that likelihood? When you’re deep in conversation with the applicant, what are the most important things to remember to keep the interview on track?

That’s where F.I.S.H. comes in. Keep this acronym in mind while conducting interviews, and you’ll eliminate a significant amount of the biases that can infect your effectiveness. Here’s what to avoid:


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How to Build a Better Interview

Posted by  Greg Kedenburg

interview-day.jpgAs one of the most critical pieces of the hiring process, the interview has the potential to be a ‘make or break’ situation for a large number of candidates. Those that have made it past any screening tools or assessments in place are qualified for the most part, and the interview is one of the last big hurdles they need to jump. Like most other aspects of hiring, however, there are countless different methods of interviewing, all with proponents that will swear by their preferred option.

While there may not be a one size fits all, objectively “right” style of interviewing for every context, there are certainly some ways in which you can maximize the effectiveness of the interview. More often than not, the candidate is coming in on their own time, and as the hiring manager, you’ve scheduled time out of your busy day to conduct the interview, so there’s no reason not to attempt to make the most of everyone’s time. Below are some recommendations to help understand how to build a more effective interview.


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