SELECT PERSPECTIVES BLOG

3 Steps to Reducing the Stress of a High Volume Hiring Project

Posted by  Brian Dishman

high-volume-hiringFacility startups and major hiring expansions are some of the most stressful activities that a Human Resources Manager will face during the course of a career. Other than a mass layoff or facility closing, there is probably not a major Human Resource activity that causes more sleepless nights than a facility startup. Hiring several hundred people over a compressed and ever-shifting timeline can be an incredibly daunting challenge.


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Not All of Your Competencies Are Created Equal

Posted by  Rachel Reid

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The main goal of a hiring process is to determine which applicant in your pool is going to be the best candidate for the job.  This candidate can be found by searching through applicants that are qualified in experience, technical knowledge, personality, and fit.

Determining what factors are most important in a hiring decision is usually uncovered with a job analysis. However, not all qualifications are created equal when considering them in a hiring process context. For example, Positive Attitude may be a nice-to-have competency, but it may not carry the same importance or weight as something like Work Ethic. While many positions have a checklist of criteria that are needed to be considered eligible for the job, it is important to determine which factors are most critical for successful job performance.


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3 Ways to Retain Millennials

Posted by  Lindsey Burke

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Earlier this week, we talked about how Generation Z will soon be joining the workforce. But these days, it's still all about Millennials. Baby Boomers are retiring or are on the cusp of retirement, and leaving lots of jobs that need filled. While it's important to find people to fill those jobs, it's just as important to retain them. But it's no secret that Millennials are known as the "job hoppers."  So what's an organization to do?


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4 Steps to Falling in Love with Your Hiring Process Again

Posted by  Amber Thomas

love-hiring.jpgAre you falling out of love with your hiring process lately? After a rough day of interviewing dozens of candidates that have no business in your candidate pool, are you left crying on the couch with a tub of ice cream in hand? No one wants that. When making hiring decisions the stakes are high, the people you bring into the company could be with your organization for years to come – that’s a pretty big commitment. Loving the hiring process and choosing the right hire is possible.

Here are a few tips that will leave you swooning over your hiring process once again:


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5 Keys to Streamlining Your Hiring Process

Posted by  Rachel Reid

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Now that you have made the decision to streamline your hiring process, what happens next? First of all, it’s great that you’ve made this decision! An efficient hiring system not only increases a positive candidate experience and reduces time to hire, but can translate into financial savings for the company.

A more streamlined hiring process will allow you to fill open positions with quality candidates much quicker than a non-streamlined process. However, before you can jump into this process, there are a few guidelines you should be aware of to help make this project run as smoothly as possible.


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4 Steps to Guarantee a Successful Employee Assessment Implementation

Posted by  Laurie Wasko

assessment-steps.jpgA well-designed employee assessment can do wonders for your company. They can help you decrease turnover, improve productivity, decrease safety incidents, hire better leaders, the list goes on and on. However, an amazing assessment does your organization absolutely no good if recruiters and hiring managers aren’t using it, or if they fail to use it correctly.

Over the hundreds of project implementations, Select’s consultants have identified four tips to ensure sustainability of a pre-hire assessment implementation:


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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.


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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.


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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.


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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.


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