How a Job Analysis Can Help Your Startup Hire the Best Talent

Posted by  Alissa Parr, Ph.D.

startup-hiring.jpgDepending on where you live, new companies might pop up faster than you can imagine. Startup companies have big challenges. They need to establish themselves as a solid business, differentiate themselves from other companies, grow financially, the list goes on and on.

Once startups get a firm footing and are poised for expansion, the next challenge is actually hiring new talent. When you’re adding positions and human capital to startups, you need to be very strategic in your approach. You are in a position to bring in top talent that reflects your ideal company culture. The right hires will set your company up for success in the future. This means you need to develop a robust hiring process to recruit, identify, and retain high-quality individuals.

A job analysis is the core of every selection process. This analysis gathers detailed information on the required knowledge, skills, behaviors, and traits for the position you’re hiring for. Job analyses typically involve direct observation and detailed discussions with higher performing incumbents.


Busted! 7 Myths About Employee Assessments

Posted by  Vicki Cooper

assessment-myths.jpgHiring assessments come in many different shapes and sizes depending on the position, the industry, and the level of the position you are hiring for within the organization. Being in the employee assessment industry, we often hear many myths and misconceptions surrounding assessments and what they can or cannot do for your company. For that reason, we’ve decided to break down some of these misconceptions and provide information to debunk them.

1) Employee assessments are too long.

Assessments range from very short screening tools to more in-depth and time-consuming assessments. The longer the assessment is, the more data you are able to gather about the candidate to paint a clearer picture of their potential and how well they will fit within the organization. We hear all of the time that candidates do not like longer assessments. However, our research findings don’t support that hypothesis.


Is It Legal to Avoid Hiring Smokers? (And Should You?)

Posted by  Alissa Parr, Ph.D.

hiring-smokers.jpgThe objectives of most hiring processes are to identify and retain individuals who are going to be productive and efficient workers as well as those who embody the values of the organization. Organizations invest in employees. They want to see a return on their investment for individuals.

Most of the time, organizations focus on how employee performance and engagement will help them move toward that goal. However, another element that organizations may consider is how employees will create revenue for the organization and save the organization money. How, might you ask?

Recently, there has been a trend to include a question within the application process that asks about a personal habit: smoking. Organizations are using this question as a knock-out question. If people admit to smoking, they will not be hired. At first, this seems irrelevant to the job…but let’s take a closer look at this topic.


5 Tips for Hiring Telecommuters That You Might Not Know About

Posted by  Guest Blogger

telecommuting.jpgAs technology continues to grow and evolve at ever increasing rates, the way in which it’s impacting businesses will do the same. One of the most prevalent changes already taking place is the increase in telecommuting.

According to a recent Gallup poll, not only are more workers telecommuting at least part of the time (37% in 2015 vs. 9% in 1995), but the views on telecommuting are changing as well. In the past, telecommuting was looked at with some suspicion. However, these negative perceptions are beginning to fall away as telecommuting becomes more and more popular and its benefits are proven in study after study.

Knowing how to select for positions that require telecommuting is becoming increasingly important. Here are 5 guidelines that should be considered when looking to fill a position that will involve telecommuting:

1) Supervisor Compatibility

As important as it is to ensure that the employee can be an effective telecommuter, it’s just as critical that the individuals responsible for managing telecommuters are comfortable with managing remote employees and are able to do so.


How to Hire Millennials Who Actually Have High Work Ethic

Posted by  Trevor McGlochlin

millennials-work-ethic.jpgIn previous blogs, Select International writers have written about tips to understand millennials, tips for interviewing millennials, and how to find employees with strong work ethic. Now let’s tie these three articles together to give you an edge for hiring millennials with a strong work ethic.

Work ethic can be defined as setting high standards for one’s own work rather than solely following those that are expected. It shines through when demonstrating a commitment to and pride in one’s work by working diligently to complete tasks and achieve goals.


5 Steps to Implementing a Military Recruitment Strategy at Your Company

Posted by  Amy Barnes

military-hiring.jpgIn most companies across the United States, recruiting and selecting the candidates most likely to succeed and bring value to the organization is a high priority. One critical success factor in hiring the right people is having sufficient applicant flow. Because applicant flow is a common challenge for many of my clients, I often ask about sourcing strategies of successful companies. One practice often shared is the commitment to hire U.S. veterans.

There are plenty of great reasons to recruit and hire veterans. They typically:


3 Best Practices for Your Hiring Process to Help Retain Talent

Posted by  Lindsey Burke

hiring-process-practices.jpgWhen it comes to making the right hiring decision, several factors come into play. Without the proper preparation, hiring steps, and decision makers, an organization’s quality and quantity of hiring can easily be negatively affected.

It’s important to consistently use best practices in a hiring process. Although there are several parts to an effective hiring process, including using objective, validated assessment tools, this blog focuses on the three best practices for your hiring process that aren't all about employee assessments.


10 Illegal Interview Questions That Hiring Managers Are Still Asking

Posted by  Alissa Parr, Ph.D.

interview-in-progress.jpgTake a look at these questions:

  • What is your religious affiliation?

  • What political party do you support?

  • What is your ethnicity (or race, or color)?

  • How old are you?

  • Are you married?

  • Are you disabled?

  • Do you drink (or smoke) socially?

  • Are you in debt?

  • Do you have children or plan to?

  • Are you pregnant?


4 Pieces to Help You Build a Winning Team for Your Organization

Posted by  Trevor McGlochlin

winning-team.jpgMany of us have a favorite sports team that we follow. When our team does well, most of the recognition goes to the players. Sometimes, the recognition even goes to us if we are wearing that lucky shirt that magically wills our team to win even though we’re watching from 700 miles away. When our team does poorly, we often criticize the management of the team. We question the acquisitions of players we don’t like and wonder what the front office is thinking when they draft one player over another. Why is selecting a winning team so difficult? If we were in charge things would be different. Maybe not. It really depends on your approach.


Do You Have a Clearly Defined "Scoring System" for Your Hiring Process?

Posted by  Lance Andrews

fantasy-football-scoring.jpgThis is Part 2 in our blog series about how fantasy football can improve your hiring process. Click here to read Part 1.

We're six weeks into the NFL season, and for fantasy football enthusiasts, you're about half-way through your regular season. With 6 games out of the way, this is the time when struggling fantasy owners are moving out of full-panic mode and into excuse-making mode. You're either bragging about your drafting prowess and taunting your fellow owners on the message boards or completely silent and trying to avoid ridicule. Yes, this is when owners either celebrate or second-guess their draft preparation strategy.


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