SELECT PERSPECTIVES BLOG

Ask the Expert: How Important Is Industry Experience When Hiring Leaders?

Posted by  Amie Lawrence, Ph.D.

ask-an-expert.jpgEditor's Note: This post is a question that we often receive from clients. We decided to have Select's Manager of Product Development, Amie Lawrence, Ph.D., give a detailed answer.

Question:

I have a couple of hiring managers who reject all leadership candidates who do not have experience in our specific industry. The problem is that we work in a niche industry and finding experienced candidates can be challenging. How important is industry experience when hiring leaders?

Dr. Lawrence's Answer:


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5 Essential Competencies to Assess When Hiring Customer Service Reps

Posted by  Greg Kedenburg

customer-service.jpgCustomer service is one of the most frequently espoused values in today’s corporate landscape, and for good reason. There are very few organizations that do not interact with the people who consume their products or services in one way or another. Considering today’s “the customer is always right” culture, combined with the ability for anyone to announce instances of poor customer treatment to the world immediately, it makes sense that companies are pushing customer service so hard.

But, if every company values the proper treatment of their customers so highly, why are some organizations so much better at it than others? The answer is that the companies with top-tier customer service understand what it takes to be a good customer service professional, and bring people with the requisite qualities on board. Take a look at what the companies “in the know” are looking for when they hire new customer service professionals:


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4 Leadership Traits That New Prime Minister Theresa May Must Display

Posted by  Rose Keith

brexit.jpgResults of the Brexit vote on June 23rd shook the world. Right after the U.K.’s decision to leave the European Union (E.U.), many citizens who had voted pro-Brexit expressed that they didn’t think it would actually happen and that they wished they could change their votes. Prime Minister David Cameron’s resignation was one of the immediate impacts of the Brexit vote. Theresa May became the new Prime Minister in mid-July, and even though she had been on the Remain side (supporting the U.K.’s staying in the E.U.) she says that she will respect the vote to leave.

In this rocky time for the U.K., which leadership traits will be most important for new Prime Minister May to display? Although it could be argued that several characteristics will be key, the following are four competencies that rise to the top of the list.


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5 Tips to Getting the Most out of Your 360° Feedback Evaluations

Posted by  Alissa Parr, Ph.D.

360-feedback.jpgHula hoops, trolls, pet rocks, beanie babies, and acid-washed jeans…what do they all have in common? They were all fads in their respective times. In the 90s, several professionals thought that 360° feedback was going to be just that. Professionals were quite skeptical about its staying power and its utility in replacing the traditional performance management or development processes. But, skeptics were just that -- 360° feedback has become a household name in organizations and a big focus of HR practices. Over the past 20 plus years, there have been a lot of refinements and process improvements to make them work well.


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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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Can an Employee Assessment Prevent Hiring Violent Employees?

Posted by  Matthew O'Connell, Ph.D.

employee-violenceAny time incidents of workplace violence make the news, businesses and employees wonder if someone at their office might be the next to lash out. But how would you evaluate the potential for violence? Is it even possible, not to mention legal, to accurately assess which employees and job candidates might be most likely to perpetrate violent acts? The answers lie in how employee assessments are structured and evaluated.

What to Look For

Although the research is not entirely conclusive, three personality traits seem to be the common denominators of workplace violence and violent criminals in general: external locus of control, negative affectivity and interpersonal insensitivity.


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Five Steps Towards Hiring (and Keeping) the Right Employees

Posted by  Amber Thomas

hiring-employeesI was recently traveling to another city to visit a client, and ended up having to rent a car. Luckily for me, I got a free upgrade to a high-performance luxury car (it really does pay to be nice sometimes). I couldn’t help but take note of the contrast between this experience and the one that comes with the economy two-door special that I usually travel in. If I had the choice (and wasn’t so darn cheap) I would choose high-performance every time.

More so, now than ever before, organizations should be focusing on hiring "high-performance employees". Selecting and keeping the right talent is critical to the success of any organization. Also, much like my upgraded rental car (who I may have named “Zippy”), they’ll shift you into high gear. Here are five tips to keep your organization on the right track, going the distance, striving and hugging the turns.


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How to Conduct a Job Analysis

Posted by  Kate Van Bremen, Ph.D.

ThinkstockPhotos-453643483The goal of a job analysis is to learn what’s important for success in a specific job – what kind of knowledge, skills, abilities (also known as: KSAs), traits, behaviors, etc. are important for success in the role. Once we’ve identified the competencies, or the tasks important to successfully perform the job, we can determine how best to measure those.

The data from a job analysis can help inform a myriad of things important in the employee life cycle: Job descriptions, selection criteria, interview guides, performance evaluation criteria, etc. Conducting a rigorous job analysis helps to bolster the legal defensibility of the selection process that’s created by demonstrating the job-relatedness of the KSAs measured. The steps involved in a job analysis can vary and be accomplished in different ways, but, below are pieces that may comprise a solid job analysis.

Related: Does a Job Analysis Really Matter?


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5 Tips for Implementing Competency Models

Posted by  John Fernandez, Ph.D.

ThinkstockPhotos-177513336I wrote in my last blog about the importance of using competency models in talent management. The next part is actually implementing a competency model. This step can be a daunting endeavor, but if done well, brings tremendous benefits to an organization. As the backbone to a number of talent management programs such as selection and performance management systems, competency models can help gain organization-wide alignment on what defines success for individuals, teams, departments, and the company as a whole.

Effective competency models not only require a lot of work to execute, but also input and buy-in from several key stakeholder groups. While there is no single strategy or approach to developing a competency model than can guarantee its success, there are some general tips or guidelines that if followed, maximize the chances that a competency model implementation will go well. These tips are summarized and discussed in detail below:

Download our whitepaper and learn easy tips to implementing competency models in your organization.


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3 Advantages to Using Competency Models in Talent Management

Posted by  John Fernandez, Ph.D.

ThinkstockPhotos-466972055More than ever before, HR Leaders understand the value of being strategic when implementing talent management programs within their organizations. They are looking at talent management more holistically and considering how various talent management functions – such as Recruiting & Staffing, Assessment & Selection, Performance Management, and Succession Planning – can be connected and more effectively managed as one end-to-end process.

With any attempt at implementing a strong end-to-end Talent Management program, HR Leaders should consider starting with a competency model. This is because a competency model can serve as the key connecting point between the different talent management functions by defining the standards for success within each of them. Summarized below are three specific advantages that effective competency models provide to talent management programs, particularly when they are developed before the programs are implemented:


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