SELECT PERSPECTIVES BLOG

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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Organizations Thrive When Leaders Trust Their Employees

Posted by  Doug Wolf

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You can tell me what to do or how to do it, but not both. That’s a phrase I live by. It guides how I delegate and how I encourage others to delegate at Select International.

Micromanagers perplex me. First, absolutely no one enjoys working for a micromanager. Second, how is being a micromanager rewarding or productive?


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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?


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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.


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Do Your Goals Motivate and Engage Your Employees?

Posted by  Cassandra Walter

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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.


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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:


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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.


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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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