SELECT PERSPECTIVES BLOG

4 Facts to Know About Game-Based Assessments in the Hiring Process

Posted by  Trevor McGlochlin

gamification in the hiring process

How do candidates feel about a gamified application process? Does gamification affect the validity of employee assessments? As we continue through the world of automation, AI, VR, you name it...Game-Based Assessments (GBAs) were also a big topic at SIOP 2018. GBAs and gamification are popular areas of research and practice for the field of I/O Psychology, however there are still many questions to be answered about GBAs and, in particular, how they might be used in the hiring process.


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The Future of Employee Assessments: Predictions from SIOP

Posted by  Lindsey Burke

future of employee assessmentsThe future of employee assessments was a big trend at the Society of Industrial and Organizational Psychology (SIOP) annual conference in 2018. Artificial intelligence, virtual reality, automation...you name it, it was discussed. Many employers and assessment creators have an interest in how these “tools of the future” can further enhance the predictiveness of current selection systems, but much of this is still unknown as we have only just begun in these areas compared to other assessment methodologies.


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Should You Provide Applicants With Feedback During the Hiring Process?

Posted by  Jaclyn Menendez

employee assessment feedbackWhen I was in graduate school, I applied for a competitive summer internship. The application process was intensive: a cover letter, multiple recommendations, a work sample, and a series of assessments and interviews. The entire process took nearly a month to get through. I made it to the final round and I was feeling fairly optimistic about my chances, until I received a generic rejection email from the human resources department. Just like that, my chances were over—and worst of all, I had no idea what their rationale was. Not only was I disappointed, I was frustrated: what had gone wrong?

Most people have a similar story of applying for a job that they didn’t get. It’s not a great feeling, and one of the toughest parts is the uncertainty of why exactly we weren’t selected. Did we mess up the interview? Or was it our testing score? Did we ever stand a chance? During times like these, it may seem downright cruel that most organizations do not provide any sort of follow-up feedback on a candidate’s performance throughout the hiring process. But now that I’m on the other side of the equation, I’d like to defend this trend and shed some light on its rationale.


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3 Ways A Validation Study Makes Your Employee Selection Process Better

Posted by  Steven Jarrett, Ph.D.

iStock-636974920

All organizations need to measure the effectiveness of their selection tools. Some may not know what a validation study is and that it’s available to provide a significant benefit to your selection process, or some may think the only time to conduct one would be if there are legal challenges. However, there are many reasons to conduct a validation study that are not directly related to legal challenges. A criterion-related validation study examines the scores on a pre-employment assessment and how they correlate with performance on the job, such that one would expect that individuals who score higher on your assessment tool perform better on the job than individuals who scored lower on the assessment. This process can be used not only on assessments, but any part of your selection process.


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3 Strategies to Hire Quality Employees in a Tight Labor Market

Posted by  Steven Jarrett, Ph.D.

iStock-497523726The national unemployment rate is 4.1%. A big part of this is due to the growth in manufacturing in the US. When you add in the impact of the skills gap, it's becoming more and more difficult to find top talent to fill open jobs.

With this, 58% of HR leaders say their hiring volumes are increasing. However, even with the increased hiring volume, HR leaders don't necessarily expect their recruiting teams to grow correspondingly. So, how do we find individuals who will meet our needs and who have the knowledge, skills, and abilities (KSAs) that will help your organization succeed? It's time for organizations to rethink how they attract, hire, and retain talent. Here are three ways you can do more with less: 


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How to Maintain a Positive Candidate Experience During High-Volume Hiring

Posted by  Cassandra Walter

positive candidate experience high volume hiringDuring periods of high-volume hiring, your job as a hiring manager can get very stressful. You have multiple open positions and you’re likely receiving a lot of pressure from other stakeholders to get those positions filled ASAP. With a high demand and heavy workload, it’s not surprising that some things start slipping through the cracks, like maintaining a positive candidate experience. Candidate experience refers to how job applicants perceive and react to their treatment during the hiring process. Maintaining a positive candidate experience is critical. A recent survey conducted by the Talent Board found that of candidates who had a positive experience, 61% would actively encourage others to apply to the organization, while 27% of those who had a negative experience would actively discourage others from applying. Furthermore, for candidates who had a positive experience, 50% would share their positive experience with others, while 32% of those with negative experiences would publicize their negative experience. Thus, candidate experience can greatly impact your organization’s public image and either aid or hinder your recruiting efforts.


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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.


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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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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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