SELECT PERSPECTIVES BLOG

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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4 Steps to Falling in Love with Your Hiring Process Again

Posted by  Amber Thomas

love-hiring.jpgAre you falling out of love with your hiring process lately? After a rough day of interviewing dozens of candidates that have no business in your candidate pool, are you left crying on the couch with a tub of ice cream in hand? No one wants that. When making hiring decisions the stakes are high, the people you bring into the company could be with your organization for years to come – that’s a pretty big commitment. Loving the hiring process and choosing the right hire is possible.

Here are a few tips that will leave you swooning over your hiring process once again:


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4 Experts Weigh In: The Most Common Misconceptions of Employee Assessments

Posted by  Alissa Parr, Ph.D.

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When implementing assessments at a new company, we often hear many expectations and assumptions about the tests. Some of these are true, but a lot are false. Making decisions about an employee assessment based on untrue assumptions can lead you to choose a tool that isn’t as robust as it should be. Sometimes the decision-makers in an organization are the ones who have these negative views which can lead to more resistance to trusting assessment results.

So, we compiled together the four misconceptions we hear most often about assessments. Here they are:


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5 Keys to Streamlining Your Hiring Process

Posted by  Rachel Reid

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Now that you have made the decision to streamline your hiring process, what happens next? First of all, it’s great that you’ve made this decision! An efficient hiring system not only increases a positive candidate experience and reduces time to hire, but can translate into financial savings for the company.

A more streamlined hiring process will allow you to fill open positions with quality candidates much quicker than a non-streamlined process. However, before you can jump into this process, there are a few guidelines you should be aware of to help make this project run as smoothly as possible.


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Applicant Reactions: Does the Length of Your Employee Assessment Really Matter?

Posted by  Alli Besl

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Applicants’ reactions to selection procedures is a topic that many organizations monitor and value. Research has shown that when applicants have positive reactions to employee assessments, they will be more likely to accept job offers, refer the organization to friends, purchase goods and services from the organization (even if not offered the job), and less likely to take legal action against the organization.

Clearly, the benefits mentioned here of positive applicant reactions have the potential to greatly impact the organization. As such, organizations have started to implement tools that they believe will be perceived positively by individuals applying to the position(s) of interest. One hypothesis that has been greatly discussed, but not examined extensively, is the notion that assessment length is related to applicant reactions. Specifically, it is believed that the longer an assessment is, the more likely it is to elicit negative reactions from applicants.


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4 Steps to Guarantee a Successful Employee Assessment Implementation

Posted by  Laurie Wasko

assessment-steps.jpgA well-designed employee assessment can do wonders for your company. They can help you decrease turnover, improve productivity, decrease safety incidents, hire better leaders, the list goes on and on. However, an amazing assessment does your organization absolutely no good if recruiters and hiring managers aren’t using it, or if they fail to use it correctly.

Over the hundreds of project implementations, Select’s consultants have identified four tips to ensure sustainability of a pre-hire assessment implementation:


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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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Busted! 7 Myths About Employee Assessments

Posted by  Vicki Cooper

assessment-myths.jpgHiring assessments come in many different shapes and sizes depending on the position, the industry, and the level of the position you are hiring for within the organization. Being in the employee assessment industry, we often hear many myths and misconceptions surrounding assessments and what they can or cannot do for your company. For that reason, we’ve decided to break down some of these misconceptions and provide information to debunk them.

1) Employee assessments are too long.

Assessments range from very short screening tools to more in-depth and time-consuming assessments. The longer the assessment is, the more data you are able to gather about the candidate to paint a clearer picture of their potential and how well they will fit within the organization. We hear all of the time that candidates do not like longer assessments. However, our research findings don’t support that hypothesis.


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Ask the Expert: What Kind of Assessment Is Best for My Company?

Posted by  Amie Lawrence, Ph.D.

ask-the-expert.jpgQuestion:

I want to use assessments to help with our hiring process, but there are so many different kinds to choose from. What kind of assessment should I use? Why and When?

Answer:

Thank you for your question. I’m sure you aren’t the only one struggling with this problem. It can be very confusing deciding how and when to use assessments in your hiring process. To begin, assessments include any tool in a hiring process where questions are asked and decisions are made about a candidate based on that information.

That means applications and interviews are actually assessments! Let’s review some different types of assessments and talk about when they would be helpful:


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