How to Conduct Better Interviews in the Current Job Market

Posted by  Megan Why


As recruiters and HR professionals, your jobs certainly haven't gotten any easier over the last few months with the low unemployment rate and stable job climate. While these aspects make this a positive time for the country and the economy, when you make your living by hiring the best employees for your organization, your job just got tougher. Many organizations are struggling to find candidates to fill open positions and often look to the hiring process for ways to help get people in the door more quickly and efficiently. This is a great time to make your process more effective in this changing job climate. 


Why You Shouldn't Write Off Job Hoppers in the Hiring Process

Posted by  Jessica Petor

job hoppers in the hiring processAs a recruiter, HR pro, or hiring manager, you're sent resume after resume, day after day, with the goal of finding the best of the best. Sifting through piles (or...files) of resumes can be daunting. To make reasonably quick decisions, you may rely on some quick screening tools: red flags. Some of these red flags may warrant some concern (like spelling errors, which can indicate a lack of attention to detail), but there is one red flag I think hiring managers should reconsider: the dreaded job hopper.

Job hopping has become a more visible problem lately because it’s been linked to the bad reputations of millennials. Companies may be screening out awesome candidates simply because they’ve hopped to and from a few jobs. Well, I’m here to tell you why you should consider giving job hoppers a chance!


Can Assessing for Employee Integrity Reduce Absences & Poor Performance?

Posted by  Alli Besl, Ph.D.

iStock-476787224.jpgAt Select International we are always focused on continually improving our assessments. We are regularly developing new content and item types to better and more accurately measure the competencies important to employers. A recent outcome of these developmental efforts is a new measure of integrity that has been incorporated into some of our existing assessments. Specifically, we have added the Integrity measure to the Select Assessment for Customer Service®, among others, for some of our clients.


Want to Hire the Best Employees? Take Notes from Fantasy Football

Posted by  Lance Andrews

fantasy-football.jpgAt one of my recent fantasy football drafts - yes, that is plural, I'm a bit of a football junkie - I was reminded of an anecdote from the CEO of my former employer (Tom Monahan). I heard Mr. Monahan deliver several versions of the story, but it came down to this idea:

In many organizations, most managers use more data to manage their fantasy sports teams than they use to make decisions about their own employees at work.

I always enjoyed that example and it works on a number of levels, but on that particular night, something about that quote really resonated with me.


4 Reasons Why Phone Interviews Can Improve Your Hiring Process

Posted by  Vicki Marlan

phone-interview.jpgAccording to a recent SHRM survey, the average number of job openings that a recruiter is actively trying to fill at a given period in time is 40. HR professionals are master multi-taskers, but the volume of candidates applying to those requisitions likely translates to a very large workload! Even if a recruiter’s requisitions only attract 20 candidates each, it still means processing 800 candidates’ applications, likely in a short amount of time. After factoring assessments, online applications or resume reviews into the hiring process, the number of qualified applicants will likely drop, however, numerous candidates will remain in the queue for a recruiter or hiring manager to interview.

Unfortunately, the interview is one of the most time–consuming and costly steps in the hiring process. So what can be done to streamline the interview process? Consider adding a structured telephone or video screening interview, preferably after a candidate has completed an application or submitted a resume, and passed any required assessments.


The Challenges Facing HR: An Interview with Patty McKay of AMN Healthcare

Posted by  Paul Glatzhofer

HR-Professionals.jpgI recently had the opportunity to chat with Patty McKay who is an HR Executive at AMN Healthcare in San Diego. Patty has over 25 years of experience in leading teams such as OD and Learning, Leadership and Professional Development, Change Management, Assessment and Selection, eLearning, and Sales Management. She has experience working cross-culturally and operating with the highest standard of personal accountability and transparency.

Patty’s specialties include Leadership Development, Coaching, Global Mindset, Cross Cultural Sensitivity, Organization Development, Strategic Thinking and Execution, Change Leadership, Systems Thinking and Synthesis, Behavioral Interviewing, Project Management, and Yoga and Fitness. During our discussion Patty and I chatted about the challenges she faces, globalization, and millennials, among other things. Read on for a summary of our discussion.


What Can House Hunting Teach You About Hiring the Best Employees?

Posted by  Alissa Parr, Ph.D.

for-sale.jpgBuying a house is a huge investment. I’m beginning to realize just how big of an investment is in my search for a house. One of the other things that I’ve quickly learned is that it is definitely a seller’s market in Pittsburgh. For one of the houses I was interested in, it came on the market, had its first open showing on Saturday, and had multiple offers by that Saturday evening. I was blown away by how fast the process was. If you are not constantly monitoring Zillow, you’ll lose out! I have continued to notice that houses in some neighborhoods won’t stay on the market for more than a few days.


How to Find Manufacturing Employees With Strong Work Ethic

Posted by  Amie Lawrence, Ph.D.

high-volume-hiring-2.jpgWouldn’t it be great if you could go to Google or Facebook and type in, “how to find hard working employees,” and have the results show people who are actually hard working? I have spent most of my working career studying jobs and listening to what organizations want in their employees. I’ve never heard an organization say they didn’t want an employee who was going to work hard for them, particularly for entry-level positions in the manufacturing industry.

Manufacturing jobs are often routine and very procedural. As such, it’s very important that employees follow the procedures exactly and stay engaged and focused on the work for a long period of time. Even with job rotation and breaks, it can be difficult to stay motivated to do the same motion or task day after day. For many people, it’s challenging to maintain productivity and quality under these circumstances.


Never Hire Somebody Who Doesn't Raise the Average

Posted by  Doug Wolf

hiring-averageJim Koch, founder and chairman of Boston Beer Company, was profiled in the Founder’s Forum section in a recent issue of Inc. magazine. In the forum, Jim Koch was asked, “What’s your hiring philosophy?” His response was 100% spot on, in my opinion. That is, “never hire somebody who doesn’t raise the average.” [Click here to tweet this quote]

In other words, don’t settle! Don’t fall victim to the perception that someone is better than no one. In fact, often, the opposite is true. A bad hire, whether he or she be a bad cultural fit or a poor performer or worse, both, will impact your company more negatively than leaving the position open and continuing the search to select the better person for the job.


What LinkedIn's Recruiting Report Means for the Future of Hiring

Posted by  Lindsey Burke

recruitingRecently, LinkedIn released their 2015 Global Recruiting Trends report to give employers a look at industry changes dating back to 2011. There were three findings that stuck out to me as important to the future of recruiting.

The first overall finding indicates the source in which companies find their quality hires has shifted over the years. For example, in 2011, the top source for quality hires reported was employee referral programs, and in 2014, the top source for finding key quality hires reported was internet job boards (e.g., Monster and Indeed).

The second overall finding presented is the importance of social networks for promoting a company’s brand and offerings; roughly 75% of employers agreed that they now have a proactive strategy when it comes to promoting their brand.


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