Ethical Considerations for Data Analytics in the Hiring Process

Posted by  Alli Besl, Ph.D.

big data assessment ethics

It has been a couple of months since SIOP 2018, but I keep thinking about one of the sessions I attended. It was a debate surrounding the ethics of data use in future assessment models. With continually advancing technology, more and more sources of data are becoming available that could potentially be used to assess an individual’s personalities and other characteristics and perhaps even be used to make employment decisions. The goals of this session were to discuss the types of data available and if they should be explored or utilized.


What Is Machine Learning and How Can it Help Human Resources?

Posted by  Trevor McGlochlin

machine learning human resources

Machine learning was the hottest topic at the 2018 Society for Industrial Organizational Psychology (SIOP) annual conference. The human resources field has finally decided to follow other fields and make this topic a top priority. In an article written by Daniel Faggella for TechMergence, machine Learning is defined as "the science of getting computers to learn and act like humans do, and improve their learning over time in autonomous fashion, by feeding them data and information in the form of observations and real-world interactions.”


HR in the Digital Era: Opportunities and Challenges

Posted by  Amber Thomas

opportunities and challenges for hr in the digital era

"In response to the rapid acceleration of globalization and technology, organizations today are recognizing the need to 'go digital.'"

In the session at SIOP 2018, Due for an Upgrade? The Future of I-O Psychology and HR in the Digital Era, several experts from major companies reviewed challenges and opportunities facing the Human Resources and Industrial Organizational Psychology fields in the digital era. Here are the highlights from their session: 


3 Ways to Use HR Metrics to Create Positive Change

Posted by  Trevor McGlochlin

hr metrics for positive change

Overall employee turnover, early turnover, time to fill, quality of hire, candidate experience, cost per hire, time till promotion, engagement rating, absenteeism, training spent per employee, diversity/EEOC, healthcare cost per employee, hiring manager satisfaction, selection ratio...these are just some of the metrics to be tracked in the world of Human Resources.


What is Data-Driven Decision Making? A Guide to Getting More from Your Data

Posted by  Mavis Kung, Ph.D.

Data is everywhere! Twenty years ago, people would say "you’re living in the information age.” With technology advancements, pieces of data are thrown at us more than ever. Your “likes” on social media are tracked and stored in a “data lake” somewhere so some sophisticated algorithm can determine what ads appear on the side bar in your internet browser. You can install a device in your car to monitor your driving habits, such as your speed and how hard you hit your brakes. Then, the insurance company can use this data to adjust your insurance rate. And, if you're like me, you probably have considered buying a fitness tracker to monitor your daily steps, heart rate, and sleep patterns to help you reach your health goals. With or without your consensus (and awareness), we are in an era where data is being created and used constantly.

If data can help companies market products based on your interests, give you reasonable car insurance rates, and motivate you to live healthier, wouldn’t it be cool if data could help you find the right people to work with you? What if the data could help you optimize your talent pool? It can!


Outliers: An Analysis Challenge in Employee Assessment Validation

Posted by  Mavis Kung, Ph.D.

Growing up, I was an outlier. I was short, chubby, wore red glasses, listened to music by artists unknown to my friends, did not practice Buddhism, and was nerdy. I felt that I was different from everyone else – and not in a particularly good way. I just did not fit into the mainstream. I was a complete outlier from stereotypical image of Asian teen girls. 


Our 5 Most Popular Blog Posts of 2016

Posted by  Mark Rogers

Countdown.jpgIt’s been another great year for Select International’s blog. We set new records for number of views, shares, and subscribers. That’s a direct result of our goal for this blog. We always try to create quality content that informs, educates, and sometimes entertains our readers. In 2016, we published 124 posts on this blog. That’s more than we’ve ever published, and it has really paid off.

With the year ending in just a few days, we thought it would be a good time to countdown our top 5 blog posts of the past year, just in case you missed any.

Let’s start with number 5…


The Top 5 Takeaways From SIOP 2016

Posted by  Amie Lawrence, Ph.D.

SIOPSocial16.gifLast week was the 31st annual conference for the Society for Industrial/Organizational Psychology (SIOP). Every year at this conference aspiring I/O psychologists, academics, and practitioners gather to share their research and discuss best practices. Select International had a large contingent of psychologists sharing their knowledge (with over 20 presentations) and attending sessions. We have pooled our knowledge and identified five big takeaways from the conference related to personnel selection and assessment.

1) Size Matters

When it comes to pre-employment assessments and mobile devices, screen size does matter for some types of assessments. Mobile testing has been a big topic of discussion for the past few years. This year, researchers continued to investigate different kinds of assessment methodologies to better understand if mobile candidates are being affected by the device. For simulations and items measuring cognitive ability, the research is consistently pointing in the direction of “YES.” In general, the findings suggest for sections that measure problem solving, analysis, and processing speed, candidates are performing worse as a result of the device (smaller screens are one of the factors contributing to the decline). Given the link between diversity and mobile devices, it’s important for organizations to be aware of their assessment content and the devices candidates are using.


5 More Do's and Don'ts of HR Analytics

Posted by  Greg Kedenburg

HR-Analytics-2.jpgIn our last blog post, we reviewed several do’s and don’ts for conducting internal HR analytics. To refresh your memory, HR analytics refers to the process of analyzing data related to your company and employees, and can be a goldmine of information if it’s tapped correctly. We reviewed several strategies, tips, and tricks in the previous blog but are back again with 5 more guidelines to adhere to that will help the endeavor of analyzing your employee data go much more smoothly.


The 6 Do's and Don'ts of HR Analytics

Posted by  Greg Kedenburg

HR-analytics.jpgHuman resources analytics is a very popular topic right now. The opportunity to learn more about your employees/applicants based on data you likely already have can be an HR professional's dream come true. When done properly, analysis of your company’s HR data can yield highly valuable information related to topics ranging from employee engagement and satisfaction to turnover and counterproductive behaviors.

If you know both what you’re looking for, and how to look for it, you can uncover extremely useful data about your employees, which you can then use to improve their experience at work and organizational performance overall. However, the process of investigating HR data can be tricky, there are various pitfalls when it comes to the actual analysis piece of the puzzle. To this end, we’ve put together some general recommendations and guidelines to help keep anyone interested in utilizing their own HR data on the right track.


Subscribe to Email Updates

Recent Posts


see all

Discover the cost-saving benefits of hiring the right employees, the first time.