SELECT PERSPECTIVES BLOG

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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What Makes a Great Leader? It Depends On Your Organization

Posted by  Trevor McGlochlin

iStock-637080884.jpgThere is more to a job than just winning. A great example of a leader who came to that realization is David Blatt. In January of 2016, Blatt was coaching the Cleveland Cavaliers basketball team of the NBA. In the middle of the season, while his team was leading the Eastern Conference with an impressive record of 30-11 (30 wins and 11 losses), he was fired. The general manager, David Griffin, explained that the separation was due to a lack of fit. A coach who performs at the highest level and is successful based on, arguably, the most important objective metric in professional sports (wins), can still lose his job. Maybe winning isn’t everything after all.


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Follow This Golden Rule During Performance Reviews

Posted by  Jaclyn Menendez

iStock-510465907.jpgWith the end of the year fast approaching, annual performance reviews may be looming in your not-so-distant future. Whether you’re providing reviews or receiving them, it’s typically a stressful time for all involved. Giving feedback is a delicate process on its own, but the performance appraisal process typically doubles as a time to make pay and promotion decisions as well. In order to make this a productive endeavor, I’d like to offer my absolute best piece of advice on your approach to performance reviews:


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How To Turn Managers Into Leaders

Posted by  Paul Glatzhofer

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All leaders are not necessarily managers, but all managers should be leaders. In fact, we depend on supervisors and managers to lead the largest employee population in its goal to fulfill the organizational mission. Unfortunately, many of us know that most managers are not great leaders. 


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Four Effects Obamacare Will Have on Healthcare Talent Acquisition

Posted by  Bryan Warren

ThinkstockPhotos-188097119The Affordable Care Act has survived its second Supreme Court challenge and it looks like it’s here to stay. So what does healthcare reform mean for talent acquisition professionals? Actually, even if the Supreme Court had ruled against the ACA, or if conservatives in Congress were somehow successful in repealing it, many of the changes that constitute “healthcare reform” as we know it, would not be affected. Many of the changes to how our facilities function, and how care is provided, and paid for, were already underway before the ACA and would continue without it.


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5 Things You Didn’t Know About Industrial/Organizational Psychology

Posted by  Alissa Parr, Ph.D.

psychologyIndustrial/Organizational (I/O) psychology is a broad field that covers all sorts of topics encompassing issues in the workplace. It is based on a scientist-practitioner model such that scientific research should inform practice. Additionally, application of procedures and systems should inform directions for future research. This collaboration between the academic and applied communities is the critical to ensure that we are advancing the field and meeting/anticipating needs of the business environment. 

In our blogs, we try to provide useful tips and strategies that can be used for talent management.  However, even outside of talent management, there are a lot of little known facts about I/O psychology that you may not be aware of and find interesting. Here are 5 things you didn’t know about I/O psychology:


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5 Tips for Implementing Competency Models

Posted by  John Fernandez, Ph.D.

ThinkstockPhotos-177513336I wrote in my last blog about the importance of using competency models in talent management. The next part is actually implementing a competency model. This step can be a daunting endeavor, but if done well, brings tremendous benefits to an organization. As the backbone to a number of talent management programs such as selection and performance management systems, competency models can help gain organization-wide alignment on what defines success for individuals, teams, departments, and the company as a whole.

Effective competency models not only require a lot of work to execute, but also input and buy-in from several key stakeholder groups. While there is no single strategy or approach to developing a competency model than can guarantee its success, there are some general tips or guidelines that if followed, maximize the chances that a competency model implementation will go well. These tips are summarized and discussed in detail below:

Download our whitepaper and learn easy tips to implementing competency models in your organization.


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3 Advantages to Using Competency Models in Talent Management

Posted by  John Fernandez, Ph.D.

ThinkstockPhotos-466972055More than ever before, HR Leaders understand the value of being strategic when implementing talent management programs within their organizations. They are looking at talent management more holistically and considering how various talent management functions – such as Recruiting & Staffing, Assessment & Selection, Performance Management, and Succession Planning – can be connected and more effectively managed as one end-to-end process.

With any attempt at implementing a strong end-to-end Talent Management program, HR Leaders should consider starting with a competency model. This is because a competency model can serve as the key connecting point between the different talent management functions by defining the standards for success within each of them. Summarized below are three specific advantages that effective competency models provide to talent management programs, particularly when they are developed before the programs are implemented:


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How to Be a Great Hiring Manager

Posted by  Greg Kedenburg

hiring-managerAs one of the most integral pieces of any organization, the hiring manager can really make or break a company. The type of new hires they bring through the door has a massive impact on the success an organization can have. If they’re skilled, hard working employees, the organization will thrive, but if they’re lacking in motivation, experience, or ability, the organization will suffer. The hiring manager helps determine what recruiters look for, what the hiring criteria are, and ultimately whether or not a candidate will turn into an employee. Because of the important role the hiring manager plays, it is important to understand what separates the average hiring manager from the great hiring managers.


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3 Common Errors Hiring Managers Make When Using Employee Assessments

Posted by  John Fernandez, Ph.D.

errorAs an assessment consultant, I could go on and on about the value of using rigorous assessment tools for selecting better talent into an organization, as well as for developing employees as part of a talent management strategy. There are plenty of data to suggest that well designed assessment tools deliver a competitive edge and provide companies a very significant return on investment.

However, what often gets overlooked when implementing assessment tools is making hiring managers aware of some of the common situations in which they can be used improperly. Below are 3 common errors made when using assessment tools that highlight such situations, followed by a discussion with some specific examples.


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