SELECT PERSPECTIVES BLOG

Using Culture Fit to Hire (and Keep) Your Top Managers

Posted by  Kristin Delgado

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Chances are, you’ve been hearing a lot about this lately:  Organizations are increasingly turning to the concept of “culture fit” for successful recruiting and hiring. In fact, 'good cultural fit' is often viewed as more important than actual technical skillset or qualifications. Employees whose values align with the organization are more satisfied with the job, more productive, and tend to stay with the organization far longer than employees that tend not to share the same values, or, are not a good culture fit. One way to ensure that the right talent is hired is to use selection assessments that measure candidates’ cultural fit.

To maintain a healthy organizational culture, cultural fit criteria must also be used to select and hire management.


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82% of Your Managers Aren't Effective At Their Job

Posted by  Alissa Parr, Ph.D.

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That got your attention, didn’t it?  According to Gallup research, 8 out of 10 of your managers aren’t effective at their job.  To be exact, 82% of managers were not displaying important leadership skills and abilities needed to perform well on the job.  Only 18% of current managers have proficient skills and traits that demonstrate leadership talent.  This means that several companies are missing out on bringing in leaders who are effective and talented in their position.


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What Does it Take to Be a Good Leader in MY Company?

Posted by  Alissa Parr, Ph.D.

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What does it take to be a good leader in my company? That’s the question Facebook asked recently.  Facebook wanted to better understand what makes managers excel within the company, so they conducted a company-wide analysis of its roughly 12,000 employee workforce. They first identified teams that were most engaged and happiest in their roles. Then, they reached out to the highest-rated teams and asked them what their managers did to make their work experience rewarding. Out of all the conversations, 7 common behaviors emerged as being important:


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Can a Great Leader Be a Great Leader in ANY Organization?

Posted by  Jaclyn Menendez

great-leadership-1.jpgThe title of this post might seem like a straightforward question, but it’s actually addressing several complex concepts. In order to answer this question, we need to ask several more: why can a leader succeed in one organization but fail in another? What external factors influence leadership? And out of a sea of great leaders, how do you select the best one for your company’s particular needs? Furthermore, one of the most difficult dilemmas is when an organization is thinking about hiring a leader when that leader failed at their last company.


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5 Negative Consequences of Hiring a Bad Leader

Posted by  Christian Spielman

bad-leadership.jpgMost people know that it’s important to hire good leaders. There are all kinds of positive outcomes associated with focusing on hiring great talent. But what happens if you don’t? A poor hiring decision at the leadership level can be detrimental to your company. Consider these five side effects of hiring a bad leader.


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Uncover What Great Leaders Do Differently Than Other Leaders

Posted by  Alli Besl

great-leader.jpgWe all know that having great leaders is a critical piece of success for all organizations. However, less clear are the behaviors great leaders engage in that others do not. For that reason, we designed a research program to shed some light on this question. We had access to interesting behavioral criteria.

First, we were given permission to access an organization’s Success Coach feedback system. This system allows individuals to request feedback on various components of their job or work. For example, if someone delivered a presentation, they could leave the meeting and immediately send a feedback request to the meetings’ members to ask for information regarding how well they did on that specific presentation. Having this type of access to real-time feedback is important and useful for continued growth and development of both leaders and their subordinates.


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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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Hire Leaders: Don't Just Promote Your Best Individual Contributor

Posted by  Christian Spielman

job-promotion.jpgA few days ago, I got a really interesting question from one of my clients. We were having a discussion about a lower-level leadership role that she needs to fill, and she asked, “What’s the most common mistake you see when filling this type of position?”

The answer was a no-brainer. Way too often, companies simply promote their best individual contributor into a leadership role. Unfortunately, not all individual contributors have the necessary skillset to be an effective leader.


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6 Aspects of Emotional Intelligence You Must Consider When Hiring a Leader

Posted by  Christian Spielman

eq-emotional-intellgence.jpgWhen selecting leaders for your organization, there are several important characteristics to look for in a strong candidate. For example, you probably want a leader with good delegation skills, the ability to lead change, the ability to create a vision, and execute that vision. All of these are admirable traits for a leader, but they tend to be mostly task-oriented.

It’s important to consider these types of behaviors in a leader because of the direct impact on the bottom line, but it’s essential to remember that this is only one part of the equation. A successful leader must also lead a team of employees, so you can’t ignore the softer skills when assessing candidates. One particular area on which you should focus your efforts is emotional intelligence.


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The Changing Nature of Performance Management

Posted by  Paul Glatzhofer

performance-management.jpgThe Society for Industrial/Organizational (I/O) Psychology recently released their 4th annual top 10 workplace trends. This list is meant to showcase the areas that I/O Psychologists believe are the most important to address for organizations in the upcoming year. Click here to read the full article.

While there is a lot of interesting information here the most interesting is the #1 trend. The “winner” was the changing nature of performance management. See below for an excerpt from the SIOP article:


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