SELECT PERSPECTIVES BLOG

Should Your Hiring Process Change for New Manufacturing Technology?

Posted by  Jaclyn Menendez

hiring for new manufacturing technology

I recently had the opportunity to tour two manufacturing plants back-to-back. They both made the same products, they were both located in the same general vicinity, and the work itself was largely the same across both plants. The only difference? One had been using the same machines since the company’s inception, and the other had been upgraded to brand-new manufacturing technology within the past two years. My mission was to determine if this upgrade at one plant would warrant an upgrade in their manufacturing hiring process as well. In other words, how would this new technology affect our definition of a “qualified” applicant? Would employees need markedly different skills or abilities in order to be successful at a cutting-edge manufacturing plant?


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What Can Personality Really Tell Us About Job Candidates?

Posted by  Jaclyn Menendez

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If you’re new to the field of selection, you might be wondering why assessing for personality is a common tool used in the hiring process. While most selection systems will also include other steps in their process as well, assessing personality is almost always recommended at some stage of your process. Here are the main reasons why.


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How to be an Employer of Choice: 4 Strategies

Posted by  Cassandra Walter

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When you're an employer of choice, job candidates are eager to work for you. Given the opportunity, candidates will choose to work for your organization over others. Your top talent is staying with your organization rather than moving to another. With the unemployment rate so low in today’s job market, it is now more important than ever to be an employer of choice. Job applicants have more options. You want candidates and your top talent to see your organization as their number one option for employment.


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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!


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3 Common Candidate Frustrations in the Hiring Process

Posted by  Vicki Marlan

common frustrations in your hiring processMany of Select International’s clients are in an enviable situation from a hiring perspective; they are the employer of choice in their area, or they have thousands of applicants for a small number of job openings. Under these circumstances, organizations are interested in utilizing hiring processes that facilitate an easier review of large volumes of applicants. However, streamlining internal intake procedures shouldn’t translate to making the process overly burdensome or less informative for candidates. Although organizations won’t be able to place all job applicants, it’s still in their best interest not to discourage candidates from applying or annoy them in the process. Sure, plenty of applications aren’t worth a thorough examination by the HR team, but there is a fine line between implementing job-relevant screening procedures and alienating the most talented job seekers due to stringent application requirements.


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The Top 10 Human Resources Articles of 2017

Posted by  Claire McCue

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The overhaul of performance management, AI, the rise of the gig economy, HR and recruitment automation, prioritization of the candidate and employee experience, gamification, and millennials becoming the majority workforce are just a few of the changes that 2017 brought to the workplace.


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What's the Difference between High Performing and High Potential Talent?

Posted by  Kristin Delgado

We could all use a competitive advantage with succession planning and organizational development - and knowing what qualities to look for in future leaders is key. High potential individuals usually advance at a faster pace than their peers and are part of the company’s future leadership pool. They are often given high exposure positions, are assigned projects with upper management, and get extra developmental opportunities. But how can we tell that we are identifying the right individuals as “High Potential"?

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5 Gold Medal Talent Strategies of the US Women's Gymnastics Team

Posted by  Amy Barnes

gold-medals.jpgThis week millions of little girls are doing handstands and cartwheels in their living rooms as they cheer for Simone, Gabby, Aly, Laurie and Madison. Once again, the USA women’s team breezed their way to team gold in Rio. For many Americans, the highlights of the 2012 Olympic Games included watching the USA women’s gymnastics team dominate the competition. And the domination continues. Since 2012, American teams have tallied three additional world championships. In fact, the last time the American women were beaten on the world stage was in 2010.

Whether or not you enjoy, or even understand gymnastics, we can learn valuable lessons from any organization which has achieved this level of excellence. Martha Karolyi, the national team coordinator, has been credited with a keen eye for talent and meticulous attention to detail. There is no doubt her leadership has contributed greatly to the team’s success. However, there are many years of effort leading up to the selection of each national team. The talent strategy created by the USA Gymnastics association makes the team’s successes possible.


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