SELECT PERSPECTIVES BLOG

Should Your Hiring Process Change for New Manufacturing Technology?

Posted by  Jaclyn Menendez

hiring for new manufacturing technology

I recently had the opportunity to tour two manufacturing plants back-to-back. They both made the same products, they were both located in the same general vicinity, and the work itself was largely the same across both plants. The only difference? One had been using the same machines since the company’s inception, and the other had been upgraded to brand-new manufacturing technology within the past two years. My mission was to determine if this upgrade at one plant would warrant an upgrade in their manufacturing hiring process as well. In other words, how would this new technology affect our definition of a “qualified” applicant? Would employees need markedly different skills or abilities in order to be successful at a cutting-edge manufacturing plant?


CONTINUE READING

What Can Personality Really Tell Us About Job Candidates?

Posted by  Jaclyn Menendez

selection system

If you’re new to the field of selection, you might be wondering why assessing for personality is a common tool used in the hiring process. While most selection systems will also include other steps in their process as well, assessing personality is almost always recommended at some stage of your process. Here are the main reasons why.


CONTINUE READING

Do Your Goals Motivate and Engage Your Employees?

Posted by  Cassandra Walter

engage your emloyees.jpg

The new year is here, and that means it’s time to set new goals – new year, new goals. Setting goals is a great and efficient way to engage your employees. It gives them direction and motivation as well as a clear frame of reference for success. However, not all goals are created equally. Some goals are more motivating than others. Below are four recommendations for how you can set motivating goals for your employees.


CONTINUE READING

Follow This Golden Rule During Performance Reviews

Posted by  Jaclyn Menendez

iStock-510465907.jpgWith the end of the year fast approaching, annual performance reviews may be looming in your not-so-distant future. Whether you’re providing reviews or receiving them, it’s typically a stressful time for all involved. Giving feedback is a delicate process on its own, but the performance appraisal process typically doubles as a time to make pay and promotion decisions as well. In order to make this a productive endeavor, I’d like to offer my absolute best piece of advice on your approach to performance reviews:


CONTINUE READING

Can Assessing for Employee Integrity Reduce Absences & Poor Performance?

Posted by  Alli Besl, Ph.D.

iStock-476787224.jpgAt Select International we are always focused on continually improving our assessments. We are regularly developing new content and item types to better and more accurately measure the competencies important to employers. A recent outcome of these developmental efforts is a new measure of integrity that has been incorporated into some of our existing assessments. Specifically, we have added the Integrity measure to the Select Assessment for Customer Service®, among others, for some of our clients.


CONTINUE READING

What's the Difference between High Performing and High Potential Talent?

Posted by  Kristin Delgado

We could all use a competitive advantage with succession planning and organizational development - and knowing what qualities to look for in future leaders is key. High potential individuals usually advance at a faster pace than their peers and are part of the company’s future leadership pool. They are often given high exposure positions, are assigned projects with upper management, and get extra developmental opportunities. But how can we tell that we are identifying the right individuals as “High Potential"?

iStock-844638696.jpg


CONTINUE READING

Where Has Performance Management Gone?

Posted by  Paul Glatzhofer

performance-management-gone.jpg

The way companies conceptualize and execute performance management has been slowly dying for the last 8-10 years. If you haven't already heard about this, you will soon. Fortune 500 organizations have become more sophisticated with regard to the data they have and analyzing its impact. Most of those same organizations have specifically analyzed their performance management and 360 data only to find no relationship with increased performance or employee engagement. This was a shocking finding, and I would imagine most of these same organizations weren't all that interested in widely publicizing the fact that their internal procedures had little to no impact on their bottom line. However, once larger organizations, such as Deloitte, publicized their findings, then it was easier for more organizations to join the conversation.


CONTINUE READING

Ask the Expert: Where Should You Start When Looking for a Sales Assessment?

Posted by  Amie Lawrence, Ph.D.

Starting-line.jpgQuestion:

I’m having a difficult time finding good salespeople who meet their goals. I want to use an employee assessment but I don’t know where to start. Can you give some advice?

Answer:

Great question! First, let me commend you on being open to using assessments to help you with your problem. I think you’re on the right track. Good assessments have been proven to be much more accurate than human judgment in identifying the best hires. It can be a daunting task to learn about assessments. So, let’s start by talking about how to evaluate assessments and what makes a good assessment.

What makes a good assessment?


CONTINUE READING

What Is I/O Psychology and How Can It Help You Hire?

Posted by  Greg Kedenburg

io-psychologyIndustrial-organizational psychology is still a relatively young field in comparison to some of the other social sciences. Yet to break through to the mainstream, mention I/O psychology to the average person and you’ll likely be met with blank stares or questions more suited for a clinical psychologist. Despite this, I/O psychology has been gaining traction in workplaces across the world as more and more organizations begin to see the value that trained industrial-organizational psychologists can bring to the table. These days, efficiency rules all, and decreasing waste, in whatever form it presents itself, is a goal of many organizations. One of the best ways to do this may be learning about what industrial-organizational psychology has to offer.


CONTINUE READING

Introversion vs. Extraversion and Job Performance

Posted by  Alli Besl, Ph.D.

495150791

Outgoing, sociable, enthusiastic, assertive, these are all adjectives that employers often use to describe the type of individuals that they want to work for their company.  Traits like these comprise the personality dimension known as extraversion. Because extraverted individuals tend to have high energy levels and are often go-getters, extraversion has emerged as an influential predictor of job performance in many jobs, although not for all.  For example,  in a recent article discussing the selection of individuals for long-term space missions, such as missions to Mars, it is implied that extraversion may actually be a disadvantage for these types of roles.


CONTINUE READING

Subscribe to Email Updates

Recent Posts

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

REQUEST A DEMO