SELECT PERSPECTIVES BLOG

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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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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5 Ideas You Can Take from Hubspot to Make Your Culture Exceptional

Posted by  Mark Rogers

culture-ideas.jpgEveryone knows that some companies place a lot of emphasis on their cultures, but at the end of the day, does it really matter? Who actually cares about company culture? In fact, there are plenty of articles that say culture is a myth. This one for example. I don’t believe that culture is a myth, though. I’m betting you don’t either. So what is a company culture and how do you get a great one?

Having a bunch of cool perks leads to a good culture, right? Not really. Unfortunately, it’s kind of hard to define, so let’s break down the culture of a company who is constantly rated as one of the best places to work in America.


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Holacracy: How and Why Zappos Is Changing Their Culture With It

Posted by  Alissa Parr, Ph.D.

holacracyZappos is, yet again, breaking the mold of traditional organizational functioning. I’ve written before about Zappos’ unique organizational culture. However, Zappos is in the news again. Recently, Tony Hsieh, CEO of Zappos, announced that Zappos would be replacing the traditional organizational structure with Holacracy. Hola-what you ask? Well, I asked the same thing…

Holacracy is a self-governing operating system in which there are no job titles and no managers. It removes power from a management hierarchy and distributes it across teams that have a clear set of roles, responsibilities, and expectations. Instead of being assigned to a particular job position or description, roles of employees are defined around the work. These roles are constantly being updated and employees fill several roles. Additionally, employees work within a team in which authority is equally distributed among its members. A final unique feature of Holacracy is that organizational rules apply to everyone; there are no exceptions to the rules depending on the employee.


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What Is Motivational Fit and Is It Really Important in Hiring?

Posted by  Greg Kedenburg

question-markThere are a variety of factors to consider during the hiring process, from experience to education to related job knowledge. Having to consider such a wide range can be overwhelming to a hiring manager. At the risk of adding one more to the list, motivational fit can often make or break it for a candidate in terms of how successful they’ll be in an organization. An often overlooked component, the degree to which a candidate’s motivations align with the organization’s can at times make an even bigger impact on job performance than the aforementioned factors.

What is Motivational Fit?

Motivational fit is defined as the extent to which an employee’s expectations of what they’ll get out of a job match up with what the organization provides. How closely these two match will play a big part in whether or not an employee will stay in any given job. The aspects which make up motivational fit are varied, but can be sorted into two general categories: Extrinsic vs. Intrinsic motivators.


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What Can We Learn from Zappos About Hiring?

Posted by  Alissa Parr, Ph.D.

ShoesZappos, the online shoe, clothing, and accessories company, has been known to have a very unique culture and set of values. For example, one of their core values is to “Create Fun and A Little Weirdness.” Their values focus on creating an open and positive environment so excellent service can be delivered. In their interviewing process, they ask candidates targeted questions around their core values to ensure that they will fit in with the company. Additionally, one unique practice they incorporate into their selection/onboarding process takes place immediately after hiring individuals. Once the employee comes on board, they participate in a two-week training program. At the end of this period, employees have the opportunity to “opt out” from the company without any penalty. If they decide the job and company isn’t right for them, they will be paid for their time spent in training and also receive a month’s worth of salary for withdrawing. At first this seems counterintuitive…Zappos would voluntarily pay employees a bonus of a few thousand dollars to leave the company?!?


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What's Our Secret? One Thing That Helps Make Us an Awesome Company

Posted by  Doug Wolf

462395627Here at Select, we constantly talk about company culture. Culture is at the heart of what we do – we help our client partners hire for cultural fit by identifying candidates who fit their organizational environment. Likewise, Select puts a great emphasis on cultural fit when we hire for our own open positions. We also look at other companies to see what they’re doing, and what makes their cultures the way they are. Recently, we’ve written about Google, Boston Brewing Company, and held a webinar with Sears about their culture.


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Why Does Everyone Want to Work at Google?

Posted by  Lindsey Burke

google-company-culture.jpgThink of the best company you have ever worked for: what made you stay? Why did you enjoy your time with this company? What made this company tick? If you have ever worked for a company you did not enjoy, what did you not like about? Why have you decided to leave and look for new opportunities?


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Hip and Cool or Dangerous and Illegal?

Posted by  John Mirtich

I recently came across an article in Inc. Magazine that highlighted the efforts of a rapidly growing software company to create a “cool” and attractive culture. In fact, the company is indeed doing some pretty cool things to make employees feel happy and empowered.

They are committed to flexible work hours and encouraged to work from home at least once per month. Employees also get unlimited time off after the first year! The company even keeps a cold keg of beer on tap for happy hours, and provides free cab rides home if necessary. Wow, sign me up! On top of all that they use their own technology to create apps to:


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Reducing Employee Turnover: 3 Proven Tips For Success

Posted by  Danielle Desko

turnover.jpgEmployee turnover costs are always bigger than most business owners think.

For example: The direct and indirect costs of turnover for an entry-level retail position average approximately $9,444 per employee. If your business is experiencing high turnover for employees that are in professional positions, then your turnover costs are significantly higher.

Considering those costs, reducing employee turnover should be a high priority for more businesses – including yours. Here are three tips proven to fill your revolving-door positions with highly motivated employees – both reducing your turnover and creating a more productive and successful workforce.


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