When Hiring Leaders, Focus on Fit

Posted by  Christian Spielman

hiring leaders focus on fit

When hiring a new leader into your organization, what do you think is the most important thing to focus on? Is it technical skills or certifications? Is it past experiences? The answer likely depends on the specific position, but one thing is certain – no matter the role, fit plays a huge role in determining a leader's success (or failure). Just because someone's experiences and skills look good on paper doesn't mean that person will be a good fit in the role, the team, or the company. When hiring external leaders into your company, don't forget to consider these important aspects of fit.


Recruiting Strategies to Attract Passive Candidates in the Workforce

Posted by  Lindsey Burke

Recruiting Strategies to Attract Passive Candidates in the Workforce

In a recent talent solutions report, LinkedIn took a look at trends emerging around recruitment strategies. Some trends were not surprising to see, such as employee referrals being the number one reason individuals discover new jobs. We all know someone who knows someone who knows someone who got them an interview at a company. Another unsurprising finding is the importance of compensation and work-life balance in terms of candidates actually accepting a job. The importance and value placed on these factors will always be at the top.


3 Tips to Create a More Effective Virtual Team

Posted by  Trevor McGlochlin

virtual team

Virtual teams are becoming the norm in the workplace today. In a recent survey of virtual teams, results by RW3 Technologies stated that corporate teams are now almost entirely virtual. In 2012 they reported that 33% of respondents said more than half of their teams include members from other nations. In 2014 that number grew to 41% and then to 48% in 2016. The trend is clear that teams are becoming more international. The cost of in-person meetings simply doesn’t makes fiscal sense, so we see virtual teams as a certain future in the corporate world. Perhaps the most alarming statistic found in their results was that only 22% of respondents have participated in virtual team training. Though virtual teams are ubiquitous, it appears few are being provided with the skills and training needed to be successful in a virtual working environment. I’ve provided three tips to create the most effective virtual team that are a good starting point to build a strong foundation for an effective virtual team.


Design a Positive Candidate Experience to Support Your Hiring Process

Posted by  Trevor McGlochlin

candidate experience hiring process

A healthy talent pipeline, better company reputation, candidates becoming customers, less turnover, are among the many benefits that come from providing a positive candidate experience. Even though you can’t give everyone a job, you can still give everyone a good experience in your hiring process. In a survey of 1200 professionals, CareerArc discovered that 60% of candidates have had a poor experience. Here are 5 ways to ensure a positive experience in your hiring process:


International Hiring Considerations for Mobile Assessments

Posted by  Trevor McGlochlin

international mobile use

Technology is truly changing the landscape of how companies look at the hiring process. Strategies are being adjusted to include mobile recruiting, mobile hiring applications, and mobile hiring assessments. John Rossheim, in an article for Monster, mentioned that mobile job search is now the mainstream. He states that Americans are doing one billion job searches from their mobile devices each month. More than three in five job seekers look at company career pages from their smartphone or other mobile device. Glassdoor completed a survey concluding that 89% of job seekers report they’re likely to use a mobile device during their job search. Andre Lavoie, CEO and co-founder of ClearCompany, declared, “If you’re looking to make better hires, get them in the door more efficiently, and do it all on budget, you should first recognize one of the biggest ways employers aren’t reaching applicants: Mobile."


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, 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.


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.


Are You an Employer of Choice?

Posted by  Bekah Regan

employer of choice

Employers of choice attract and retain the best talent and maintain a positive, productive culture. These are certainly goals of all organizations as they strive to succeed in the current labor market. To understand where your organization stands when it comes to being an employer of choice, take a hard and honest look at your organization's culture.

In our newly launched podcast, select radIO, we talk about exactly what makes an employer of choice, why it's important, and what you can do to be an employer of choice. It's not an easy feat, and it won't happen overnight, but the benefits of being a sought-after employer will go further than just a good reputation. Here are three ways being an employer of choice will help your organization succeed. 


5 Ways to Attract the Right Candidates Using Social Media

Posted by  Claire McCue

5 ways to attract the right candidates using social media

These days, people use social media for everything. Sure, a lot of your news feed is probably filled with your former neighbor's new baby, addicting recipe videos, fake news, and political debates. But social media can prove to be valuable and is here to stay – so why not use it to your advantage? Consumers and businesses are using social media to find new products and services, check out other businesses' ratings, schedule appointments, and share ideas. Communities use social media to come together over important issues or raise awareness for great causes. Companies even use social media to brainstorm, engage employees, and communicate. Our research has indicated that the use of corporate social networking signals lower turnover.


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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