SELECT PERSPECTIVES BLOG

What Is Machine Learning and How Can it Help Human Resources?

Posted by  Trevor McGlochlin

machine learning human resources

Machine learning was the hottest topic at the 2018 Society for Industrial Organizational Psychology (SIOP) annual conference. The human resources field has finally decided to follow other fields and make this topic a top priority. In an article written by Daniel Faggella for TechMergence, machine Learning is defined as "the science of getting computers to learn and act like humans do, and improve their learning over time in autonomous fashion, by feeding them data and information in the form of observations and real-world interactions.”


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International Hiring Considerations for Mobile Assessments

Posted by  Trevor McGlochlin

international mobile use

Technology is truly changing the landscape of how companies look at the hiring process. Strategies are being adjusted to include mobile recruiting, mobile hiring applications, and mobile hiring assessments. John Rossheim, in an article for Monster, mentioned that mobile job search is now the mainstream. He states that Americans are doing one billion job searches from their mobile devices each month. More than three in five job seekers look at company career pages from their smartphone or other mobile device. Glassdoor completed a survey concluding that 89% of job seekers report they’re likely to use a mobile device during their job search. Andre Lavoie, CEO and co-founder of ClearCompany, declared, “If you’re looking to make better hires, get them in the door more efficiently, and do it all on budget, you should first recognize one of the biggest ways employers aren’t reaching applicants: Mobile."


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The Future of Employee Assessments: Predictions from SIOP

Posted by  Lindsey Burke

future of employee assessmentsThe future of employee assessments was a big trend at the Society of Industrial and Organizational Psychology (SIOP) annual conference in 2018. Artificial intelligence, virtual reality, automation...you name it, it was discussed. Many employers and assessment creators have an interest in how these “tools of the future” can further enhance the predictiveness of current selection systems, but much of this is still unknown as we have only just begun in these areas compared to other assessment methodologies.


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3 Ways A Validation Study Makes Your Employee Selection Process Better

Posted by  Steven Jarrett, Ph.D.

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All organizations need to measure the effectiveness of their selection tools. Some may not know what a validation study is and that it’s available to provide a significant benefit to your selection process, or some may think the only time to conduct one would be if there are legal challenges. However, there are many reasons to conduct a validation study that are not directly related to legal challenges. A criterion-related validation study examines the scores on a pre-employment assessment and how they correlate with performance on the job, such that one would expect that individuals who score higher on your assessment tool perform better on the job than individuals who scored lower on the assessment. This process can be used not only on assessments, but any part of your selection process.


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3 Ways to Use HR Metrics to Create Positive Change

Posted by  Trevor McGlochlin

hr metrics for positive change

Overall employee turnover, early turnover, time to fill, quality of hire, candidate experience, cost per hire, time till promotion, engagement rating, absenteeism, training spent per employee, diversity/EEOC, healthcare cost per employee, hiring manager satisfaction, selection ratio...these are just some of the metrics to be tracked in the world of Human Resources.


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What Shouldn’t Change in Your Hiring Process Despite Low Unemployment

Posted by  Ted Kinney, Ph.D.

What Shouldn’t Change in Your Hiring Process Despite Low Unemployment.jpgRecruiters and hiring managers have it tough, especially lately. While the record low unemployment rate is a positive trend for the U.S., attracting talent in this climate is no easy feat. There aren’t as many people looking for jobs, so companies have to capitalize on the available talent that they do get access to. This sometimes leads organizations to the knee-jerk reaction that the selection process needs to be easy and steps should be eliminated in order to reduce a candidate's time in the process to nearly nothing. 


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Organizations Thrive When Leaders Trust Their Employees

Posted by  Doug Wolf

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You can tell me what to do or how to do it, but not both. That’s a phrase I live by. It guides how I delegate and how I encourage others to delegate at Select International.

Micromanagers perplex me. First, absolutely no one enjoys working for a micromanager. Second, how is being a micromanager rewarding or productive?


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A Mobile-Friendly Assessment Process Helps with Hiring for Diversity [Video]

Posted by  Ted Kinney, Ph.D.

mobile friendly assessment processMore than 8 in 10 internet users used their mobile phone to access the web regularly in 2017. This has an impact on your hiring process in that offering online and mobile applications will bring you a higher candidate volume, increase the candidate experience, and portray your company as up-to-date on technology trends. But, there are some less commonly recognized benefits to using mobile assessments. 

 


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What Does it Really Mean to Have A Valid Employee Assessment?

Posted by  Jaclyn Menendez

valid employee assessment

As a consultant and project manager, it’s my job to recommend the right tool for my clients’ hiring needs. I also get to answer their questions about why these tools are the best fit. And without exception, there is one question that I get asked more often than any other: Is this assessment validated?


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These Metrics Prove that Your Assessment Process Works [Video]

Posted by  Ted Kinney, Ph.D.

Social Media Revolution 2016.png

As a follow up to last week's vlog, How Can I Prove the Employee Assessment is Working, we're back this week with another similar common client question:


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