SELECT PERSPECTIVES BLOG

Our 5 Most Popular Blog Posts of 2016

Posted by  Mark Rogers

Countdown.jpgIt’s been another great year for Select International’s blog. We set new records for number of views, shares, and subscribers. That’s a direct result of our goal for this blog. We always try to create quality content that informs, educates, and sometimes entertains our readers. In 2016, we published 124 posts on this blog. That’s more than we’ve ever published, and it has really paid off.

With the year ending in just a few days, we thought it would be a good time to countdown our top 5 blog posts of the past year, just in case you missed any.

Let’s start with number 5…


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Avoid 90% of Interviewing Mistakes With This Simple Acronym

Posted by  Jaclyn Menendez

interview-mistakes.jpgInterviews are a fantastic way to gain insight about an applicant, but it can be tough to remember all the different best practices. Obviously you want to end up with useful information that will be helpful in your hiring decision, but how can you maximize that likelihood? When you’re deep in conversation with the applicant, what are the most important things to remember to keep the interview on track?

That’s where F.I.S.H. comes in. Keep this acronym in mind while conducting interviews, and you’ll eliminate a significant amount of the biases that can infect your effectiveness. Here’s what to avoid:


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5 Interview Questions You Must Ask to Assess Motivational Fit

Posted by  Megan Why

motivational-fit-interview.jpgMotivational fit is an important part of any interview process. Without asking questions around motivational fit or job fit, you could miss key pieces of information about a candidate’s likes and dislikes in the workplace. After all, studies have shown that motivational fit is the single biggest predictor of absenteeism, turnover, and overall employee satisfaction.

As a trainer of Select Interviewing for over 10 years, I put a strong emphasis on this during trainings and make sure interviewers understand the impact of motivational fit on their hiring process.

Below are 5 motivational fit questions that you can use during your interview to better assess the motivational fit of your candidates.


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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?


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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.


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7 Scary Interview Questions That You Should Never Ask to Candidates

Posted by  Vicki Marlan

halloween.jpgIn many aspects, the hiring process is similar to a game of poker in that each side is trying to gather as much information as they can to determine when they should bet and when they should fold. Organizations who allow untrained interviewers to conduct unstructured interviews are creating an environment where the candidate has the upper hand.

Asking poorly developed interview questions is really no better than playing a poker hand blind. And the worst part is that the interviewer (or poker player who is playing the blind hand) believes they have enough information to make a good decision. This fact creates an environment where organizations continue to ask the same bad interviewing questions and also continue to make poor hiring decisions.


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What Happens When a Hiring Manager Does Too Much during an Interview?

Posted by  Alissa Parr, Ph.D.

interviewing-candidate.jpgInterviews are a great opportunity for companies to get more information from a candidate about his or her skills, experience, and capabilities, but they are also a way for the candidate to get more information about the company. Interviews sometimes fall at the last stage of a hiring process, which can have implications for how interviewers approach the situation. These candidates may have already gone through a series of stages in the hiring process (e.g., phone screen, application, online assessment, etc.) and may have been considered to be qualified based on the information collected.


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Can Asking about Salary in the Interview Lead to Discrimination?

Posted by  Alissa Parr, Ph.D.

wage-gap.jpgHow many applications have you completed that asked about salary or wage at previous jobs? Or, maybe I should frame the question, how many applications have NOT asked you this question? Several applications ask job candidates to disclose their salary at prior places of employment as a means to understand what their expectations may be and what may be a good starting salary for the candidate. However, this soon may be a question you’ll need to be cautious asking job candidates.

In a landmark decision, Massachusetts recently passed a pay equity law. This law requires employers to pay men and women equally for comparable work. They define “comparable work” as work situations that require substantially similar skill, effort, and responsibility and work that is performed under similar conditions. This ruling makes it very clear that it is unlawful to discriminate by providing genders different wages.


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4 Reasons Why Phone Interviews Can Improve Your Hiring Process

Posted by  Vicki Marlan

phone-interview.jpgAccording to a recent SHRM survey, the average number of job openings that a recruiter is actively trying to fill at a given period in time is 40. HR professionals are master multi-taskers, but the volume of candidates applying to those requisitions likely translates to a very large workload! Even if a recruiter’s requisitions only attract 20 candidates each, it still means processing 800 candidates’ applications, likely in a short amount of time. After factoring assessments, online applications or resume reviews into the hiring process, the number of qualified applicants will likely drop, however, numerous candidates will remain in the queue for a recruiter or hiring manager to interview.

Unfortunately, the interview is one of the most time–consuming and costly steps in the hiring process. So what can be done to streamline the interview process? Consider adding a structured telephone or video screening interview, preferably after a candidate has completed an application or submitted a resume, and passed any required assessments.


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How Important Is the Interview in the Hiring Process?

Posted by  Rose Keith

interview-process.jpgInterviews are part of most hiring processes, but how important are they? Interviews are arguably the most subjective part of any selection system. As humans, we have to fight the tendency to judge people according to whether we simply like them or not, as opposed to making sure that the candidates we’re interviewing are being graded on job-relevant characteristics. For this reason, we suggest that interviews come later on in the process, after objective components of the process.


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