SELECT PERSPECTIVES BLOG

Beyond Turnover: 5 Other Indicators of ROI for Your Hiring Process

Posted by  Lindsey Burke

return-on-investment.jpgMore and more, companies are becoming increasingly concerned about their turnover rates. Employees are leaving jobs voluntarily when only working a very short time on the job, and employers are fed up. Who wouldn’t be? Long story short, turnover is a hot topic and organizations want answers in terms of how to stop it. It’s literally the million-dollar question!

Turnover is, rightfully so, a big concern for many organizations. There are going to be cases where a candidate will pass every step of your hiring process with flying colors and still turn over. Organizations should continually investigate the reasons why candidates are leaving organizations and strive to improve upon those reasons. Even modest reductions in turnover can bring significant positive outcomes to organizations. The causes of turnover are multi-faceted, and often the biggest contributors lie outside of the selection process. 


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Why You Should NOT Use Social Media to Make Hiring Decisions

Posted by  Amie Lawrence, Ph.D.

social-media-networks.jpgI keep seeing articles about how information from individuals’ social media posts can be helpful in making hiring decisions. Every time I see it, I cringe a little and wanted to share my reasons why. Let’s talk about the most common way that social media is used in the selection process - hiring managers peruse social media pages of candidates looking for any kind of information or behavior that could lead them to conclude that their candidate would be a poor hire.

A survey by careerbuilder.com states that 51% of the employers surveyed found information on social media that caused them to NOT hire a candidate. The article lists reasons ranging from posting provocative photos and drinking/drug use, to a general unprofessional image. On the surface, these might sound like good reasons to pass over a candidate, but let’s look at how this fits into selection best practices.


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How to Measure ROI in an Employee Selection Process

Posted by  Matthew O'Connell, Ph.D.

Choosing_the_Right_PersonHow do you measure the return on investment (ROI) of an employee selection process? This is one of the most common questions that we are asked by our clients, and in turn, one that is asked of HR professionals by their executives. Based on our experience, our own research and the research of many others, we feel that there isn't a single answer to the question. In fact, we contend that there are 5 key factors directly related to the ROI of the selection process:

1. Increased Productivity and Quality

This is the most common way of thinking about ROI. It answers the core question: Do the people you hire with this system perform better on the job?


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What's Our Best Piece of Hiring Advice? One Team's Perspective

Posted by  Steven Jarrett, Ph.D.

chat-bubblesAs a group of human resource consultants with a variety of backgrounds we often find ourselves disagreeing on certain topics. The positive is that those disagreements can incite new knowledge and ways of thinking about a particular problem or issue. Thus, the objective here is to provide a variety of perspectives that have the potential to help organizations who find themselves trying to answer this common question: How do we make sure that we hire the best employee for the job?


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Increasing the ROI of Your Hiring Process

Posted by  Paul Glatzhofer

time-moneyIn my experience consulting with organizations about their hiring processes, there are plenty of “gaps” that create potential hiring problems and inefficiencies. Some of these gaps can be filled with reliable, and valid, tools. However, if you are going to invest in a hiring tool or two, you should be sure that you are getting the best return on your investment – both in time and money. There is a huge amount of time and effort that goes into hiring capable and competent employees, and organizations need to protect the time investment by ensuring they are hiring the right employees.

Although my list below does not encompass all of the potential gaps that I have encountered, it does summarize the key themes I have seen in the last 10 years.


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When Free Pre-Employment Assessment Tests Become Expensive

Posted by  Matthew O'Connell, Ph.D.

124322561Companies use tests as part of their pre-employment selection process for a number of reasons. One of them is to efficiently screen a large number of candidates into a more manageable number. Another reason is to accurately and fairly identify individuals who are more likely to be successful on the job. The use of accurate tools in the selection process can significantly improve a company’s chances of selecting the right people.

Most studies that look at the return on investment (ROI) for improved selection processes show that the cost of more accurate screening tools is almost atrivial expense when compared to the return in terms of hiring better people who are less likely to turnover. For instance, if using a more accurate test would help you hire a salesperson who sold $100,000 more every year than another person, wouldn’t you be willing to spend $1,000 for that test? Put that way, the answer is obvious. The problem is the situation is never that simple, or at least it doesn’t seem that simple. There are two things working against us when we make decisions about comparing tests and selection systems.


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Would the Repeal of Healthcare Reform Change Your Talent Strategy?

Posted by  Bryan Warren

Within just a few weeks of each other, the House of Representatives voted to repeal the Patient Protection and Affordable Care Act and the CMS finally published its proposed Value-Based Purchasing rules. These events illustrate the irony of the situation.  While Congress fights over ‘Healthcare Reform’ – real reform continues, unaffected by the political struggle. Reform has been underway for several years and will continue because the current situation is simply not economically viable. What we know:


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