Could I/O Psychology Have Predicted Tom Brady's Potential Before He Was Drafted?

Posted by  Ted Kinney, Ph.D.

football-field.jpgTom Brady is a great quarterback. There is no question about that. As painful as it is to admit, given that I am a die-hard Steelers fan, I have to say that he is certainly (at least) one of the greatest I have ever seen. His success cannot be questioned.

What I do find interesting about his success is that many say that it was surprising or unpredictable. In other words, people in the media cite that Tom Brady was a mediocre high school quarterback who had to take it upon himself to gain interest from colleges. Reporters tell stories about how he had to split time with Drew Henson during his junior and senior years at Michigan. And, how many times did we hear during and after the Super Bowl that Tom Brady was a 6th round pick and that nobody saw his success coming?


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:


Solving Turnover Requires More Than Just One Approach

Posted by  Mavis Kung

turnover-puzzle.jpgWho is going to turnover? I wish I had a crystal ball to answer that question. Speaking from my recent experience of separation from one of the most amazing talents that I ever had the pleasure of working with, I truly hope someone can give me a sense of peace. Were there signs of turnover? I wondered, could I have seen it sooner so that we could have prevented it?

Perhaps, but only if we take a holistic approach.


The Top 5 Takeaways From SIOP 2016

Posted by  Amie Lawrence, Ph.D.

SIOPSocial16.gifLast week was the 31st annual conference for the Society for Industrial/Organizational Psychology (SIOP). Every year at this conference aspiring I/O psychologists, academics, and practitioners gather to share their research and discuss best practices. Select International had a large contingent of psychologists sharing their knowledge (with over 20 presentations) and attending sessions. We have pooled our knowledge and identified five big takeaways from the conference related to personnel selection and assessment.

1) Size Matters

When it comes to pre-employment assessments and mobile devices, screen size does matter for some types of assessments. Mobile testing has been a big topic of discussion for the past few years. This year, researchers continued to investigate different kinds of assessment methodologies to better understand if mobile candidates are being affected by the device. For simulations and items measuring cognitive ability, the research is consistently pointing in the direction of “YES.” In general, the findings suggest for sections that measure problem solving, analysis, and processing speed, candidates are performing worse as a result of the device (smaller screens are one of the factors contributing to the decline). Given the link between diversity and mobile devices, it’s important for organizations to be aware of their assessment content and the devices candidates are using.


6 Awesome TED Talks That Will Improve Your Working Life

Posted by  Mark Rogers

public-speaking.jpgWhat’s the one thing you and I probably have in common? We both work. You might even be at work right now. I am. You and I both know that some days, work can be a drag. Sometimes you come in and the work piles up, you have a conflict with a coworker, and it’s an all-around bad day. On the flip-side, some days at work are great. You get plenty of work done, your boss likes a new idea you bring to her, and you leave the day feeling accomplished.

The question everyone wants to know the answer to is: How do we get more of those great days?

The TED talks below will help answer that question. All of these talks are about work – ways to make your work better, how to be more productive, things that will help you become a better leader, and ways to balance your life and your work. Watch them! You'll learn, laugh, and discover how to make your work life even better.


Our 5 Most Popular Blog Posts of 2015

Posted by  Mark Rogers

Countdown.jpgAs the blog editor here at Select International, I spend a ton of time writing and editing blog posts. It's what I do, and this year I'm particularly proud of the results we've seen from our blog. Subscribers, views, and share counts have all increased drastically, and I think that's a result of our goals for the blog. Our goals for Select Perspectives aren't to sell or promote our products, we created the blog to help educate, inform, and sometimes entertain our readers. We've done a pretty good job of that this year.

But enough about us. It seems like this time of year is always a good time for a countdown. With that in mind, we wanted to count down our most popular blog articles of 2015, just in case you missed any. Starting with number 5...


6 Things Everyone Should Know About Mobile Employee Assessments

Posted by  Matthew O'Connell, Ph.D.

mobile-assessmentFor years, there have been serious concerns in the I/O community about unproctored testing. The fact is unproctored testing is here to stay and the advent of mobile devices has made it easier than ever for people take tests anywhere, anytime. Is that a good thing? In some ways yes, it gives more people than ever the opportunity to apply for jobs. At the same time, it raises logistical, psychometric and even ethical concerns.

There are several key issues related to mobile testing. Those include:

  1. Measurement Equivalence

  2. Mean Differences

  3. Validity

  4. Demographic Differences

  5. Device Limitations

  6. Applicant Reactions


10 Experts Weigh In: The Most Critical Aspect of the Hiring Process

Posted by  Mark Rogers

hiring-selectionAt this point in time, most organizations understand the importance of having a robust hiring process. No one walks down the street and hires the first person they see, it just doesn’t work that way. This raised the question: Is there one part of the hiring process that is more important than others? All parts are important, but surely some have to be more important, right? Is the interview more important than the resume review? How important is a job analysis?

We decided to ask our experts – the people who help organizations hire better employees every day – what, in their opinion, is the most critical aspect of any hiring process? Some of the answers they came up with were pretty interesting. Read on to find out their thoughts!


Does Your Hiring Process Focus on Nonacademic Skills?

Posted by  Alli Besl

report-cardIn a recent NPR blog, the author discusses the fact that skills outside of the academic and cognitive- based realm are crucial to academic success among college students. Research suggests that things like standardized test scores aren’t all that predictive of academic success, but that factors such as motivation and determination play a major role as well. Someone may be very intelligent, but lack the drive and desire to earn a high GPA. Alternatively, someone else may have inherited the short end of the intelligence stick, but due to hard work, drive, and motivation outperform their naturally intelligent counterparts. I am sure everyone can think of examples of these individuals in their own lives.

Why then do universities continue to select students based on test scores and high school GPA’s? Similarly, why do organizations place such an emphasis on educational degrees and academic performance in their hiring processes? In both cases, it seems that selection decisions are made without examining the full picture or gaining an idea of the full character and potential of the individual.


How to Conduct a Job Analysis

Posted by  Kate Van Bremen, Ph.D.

ThinkstockPhotos-453643483The goal of a job analysis is to learn what’s important for success in a specific job – what kind of knowledge, skills, abilities (also known as: KSAs), traits, behaviors, etc. are important for success in the role. Once we’ve identified the competencies, or the tasks important to successfully perform the job, we can determine how best to measure those.

The data from a job analysis can help inform a myriad of things important in the employee life cycle: Job descriptions, selection criteria, interview guides, performance evaluation criteria, etc. Conducting a rigorous job analysis helps to bolster the legal defensibility of the selection process that’s created by demonstrating the job-relatedness of the KSAs measured. The steps involved in a job analysis can vary and be accomplished in different ways, but, below are pieces that may comprise a solid job analysis.

Related: Does a Job Analysis Really Matter?


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