Evaluate Your Selection Process to Combat Tight Labor Market Challenges

Posted by  John Mirtich


Talent Acquisition professionals who are faced with high-volume hiring at the entry level are getting hammered by operations on a weekly basis to fill openings. If they keep relying on recruiting methods that worked well just a few years ago, the beatings will continue. Record low unemployment coupled with a growing economy is great for the country but comes with many challenges. The two challenges stinging the most is the constant churn of workers and the lack of quality overall. When faced with the pressure to hire and retain quality talent, the easy thing to do is point the finger to the part of the selection system where you feel the least control…the assessment. Is it a fair attack? Yes and no…


Are You an Employer of Choice?

Posted by  Bekah Regan

employer of choice

Employers of choice attract and retain the best talent and maintain a positive, productive culture. These are certainly goals of all organizations as they strive to succeed in the current labor market. To understand where your organization stands when it comes to being an employer of choice, take a hard and honest look at your organization's culture.

In our newly launched podcast, select radIO, we talk about exactly what makes an employer of choice, why it's important, and what you can do to be an employer of choice. It's not an easy feat, and it won't happen overnight, but the benefits of being a sought-after employer will go further than just a good reputation. Here are three ways being an employer of choice will help your organization succeed. 


3 Strategies to Hire Quality Employees in a Tight Labor Market

Posted by  Steven Jarrett, Ph.D.

iStock-497523726The national unemployment rate is 4.1%. A big part of this is due to the growth in manufacturing in the US. When you add in the impact of the skills gap, it's becoming more and more difficult to find top talent to fill open jobs.

With this, 58% of HR leaders say their hiring volumes are increasing. However, even with the increased hiring volume, HR leaders don't necessarily expect their recruiting teams to grow correspondingly. So, how do we find individuals who will meet our needs and who have the knowledge, skills, and abilities (KSAs) that will help your organization succeed? It's time for organizations to rethink how they attract, hire, and retain talent. Here are three ways you can do more with less: 


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. 


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. 


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:


Big Data or Big Dustbowl?

Posted by  Matthew O'Connell, Ph.D.

The HR world is now abuzz with Big Data.  But do we have a good feel for what Big Data is and how it will be used?  According to bestselling author Bernard Marr, Big Data is “our ability to collect and analyze the vast amounts of data we are now generating in the world.”  But just because we now have the processing horsepower coupled with vast amounts of information doesn’t mean that we’re going to come up with magical solutions.  If you really think about it, in the field of selection and hiring we’ve been working with Big Data for decades, albeit maybe it wasn’t so big. describe the image

Biodata is essentially Big Data.  Biodata is any information on an individual, usually a job candidate, that relates to their personal history, background, experience, etc.  For instance, where they went to school, the degree they obtained, how many jobs they’ve had, the types of jobs, and even things such as their favorite courses.  The goal of biodata is to find a stable set of variables, drawn from information provided by applicants or incumbents, to predict meaningful outcomes such as turnover, sales quota attainment, injury risk, and a slew of other criteria.  I/O psychologists have been doing that since the turn of the century, the 20th not the 21st.  The biggest criticism of purely empirical biodata has long been that is just “dustbowl empiricism,” meaning that if it correlates it should be used, whether you know why or not.  That’s all fine and good but it is decidedly atheoretical and likely results in a lot of spurious findings that also “shrink” or disappear when they are appropriately cross-validated.  In addition, it can lead to some really crazy findings, many of which would not only be unethical or unstable but also potentially illegal.  Most I/O psychologists who use biodata now endorse more of a “rainforest empiricism” perspective, wherein there should be at least some theoretical basis for understanding correlations between two or more variables. 


Five Tips for Testing Manufacturing Candidates

Posted by  Eli Castruita

manufacturing assessment

Whether you have a high- or low- volume need to fill and staff your entry-level manufacturing needs, there are some legal and candidate care issues that could arise. Sometimes it can be difficult to manage a large volume of candidates, or any volume of candidates,due to limited HR staff. Here are 5 tips to help you in your manufacturing focused hiring process:


Sound Selection - So Easy a Fifth Grader Can Do It

Posted by  Ted Kinney, Ph.D.

I was recently invited to present about a ‘career as a psychologist’ to a group of fifth grades at a local elementary school.  Not surprising, I was not in the top ten careers chosen by students who rank ordered a list of careers among the 19 career day speakers.  The top prize went to the pizza maker and the landscaper at the local theme park.  Still, my sessions were full and I feel the students learned a little bit about psychology in general, and I/O psychology in particular.


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