SELECT PERSPECTIVES BLOG

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"?

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Where Has Performance Management Gone?

Posted by  Paul Glatzhofer

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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.


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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?


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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.


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Introversion vs. Extraversion and Job Performance

Posted by  Alli Besl, Ph.D.

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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.


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