SELECT PERSPECTIVES BLOG

Ask the Expert: How Important Is Industry Experience When Hiring Leaders?

Posted by  Amie Lawrence, Ph.D.

ask-an-expert.jpgEditor's Note: This post is a question that we often receive from clients. We decided to have Select's Manager of Product Development, Amie Lawrence, Ph.D., give a detailed answer.

Question:

I have a couple of hiring managers who reject all leadership candidates who do not have experience in our specific industry. The problem is that we work in a niche industry and finding experienced candidates can be challenging. How important is industry experience when hiring leaders?

Dr. Lawrence's Answer:


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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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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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How to Successfully Add a Production Simulation to Your Hiring Process

Posted by  Connie Gentry

manufacturing-worker.jpgAs selection systems and employer’s hiring needs continue to evolve, pre-employment tools such as realistic job previews and hands-on work simulations are becoming more prevalent. This is a trend that we especially tend to see in the manufacturing sector. Exercises or “production simulations” allow employers to get a concrete measure of a candidate’s ability to effectively perform the same type of tasks that they would be performing on the job.

Having been involved in the development and design of many custom production simulations, Select International Project Consultant, Eli Castruita, knows firsthand the amount of planning, resources, and costs that go into making an effective production simulation. Below, Eli has outlined 5 essential steps that employers should consider when contemplating the addition of a production simulation to their hiring process.


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How (And Why) to Increase Organizational Diversity

Posted by  Greg Kedenburg

organizational-diversity.jpgIncreasing diversity seems to be a goal shared by most companies these days. The concept of rounding out your workforce by adding more diverse employees is not a new one, but the recent surge in the number of companies claiming to be committed to diversity raises the question of how many of them are truly invested in the cause and how many are promoting the idea, but not taking appropriate steps to become a diverse workforce. Unfortunately, some organizations do fall into the latter category, adding ‘Diversity’ to their list of corporate values, but not taking the right steps to achieve diversity.

These organizations are missing out because there are direct, demonstrable benefits to increasing a workforce’s diversity. There are many companies that genuinely strive to make themselves more diverse, but the process behind this transition is not always clear or obvious. Below are some steps that can help guide the introduction of diversification efforts into a workplace.


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5 Ways to Reduce Turnover in Jobs With Notoriously High Turnover

Posted by  Connie Gentry

job_turnover.jpgCertain positions across a variety of industries tend to be notorious for high turnover, resulting in a revolving door of employees. The impact that this has on the business can be steep, including frustrated managers and coworkers, poor customer service, and lost productivity – all things that affect a company’s bottom line. Chances are you’ve held a job, at some point, that you considered to be undesirable for one reason or another, and made the decision that it wasn’t worth the aggravation and moved on to greener pastures.

Historically, some positions with the highest industry turnover include:


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4 Best Practices to Designing an Effective Hiring Process

Posted by  Tracey Tafero, Ph.D.

hiring_process.jpgAre you looking for that one answer- what is the “right” way to design an employee hiring process? Well, there isn’t necessarily one “right” way, as the best hiring process for a given position will depend on a number of different aspects related to that specific position, your hiring needs, and the available labor pool. However, there are a number of best practices that apply across the board:


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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...


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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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5 Things You Didn’t Know About Industrial/Organizational Psychology

Posted by  Alissa Parr, Ph.D.

psychologyIndustrial/Organizational (I/O) psychology is a broad field that covers all sorts of topics encompassing issues in the workplace. It is based on a scientist-practitioner model such that scientific research should inform practice. Additionally, application of procedures and systems should inform directions for future research. This collaboration between the academic and applied communities is the critical to ensure that we are advancing the field and meeting/anticipating needs of the business environment. 

In our blogs, we try to provide useful tips and strategies that can be used for talent management.  However, even outside of talent management, there are a lot of little known facts about I/O psychology that you may not be aware of and find interesting. Here are 5 things you didn’t know about I/O psychology:


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