The Future of Employee Assessments: Predictions from SIOP

Posted by  Lindsey Burke

future of employee assessmentsThe future of employee assessments was a big trend at the Society of Industrial and Organizational Psychology (SIOP) annual conference in 2018. Artificial intelligence, virtual reality, name it, it was discussed. Many employers and assessment creators have an interest in how these “tools of the future” can further enhance the predictiveness of current selection systems, but much of this is still unknown as we have only just begun in these areas compared to other assessment methodologies.


A Mobile-Friendly Assessment Process Helps with Hiring for Diversity [Video]

Posted by  Ted Kinney, Ph.D.

mobile friendly assessment processMore than 8 in 10 internet users used their mobile phone to access the web regularly in 2017. This has an impact on your hiring process in that offering online and mobile applications will bring you a higher candidate volume, increase the candidate experience, and portray your company as up-to-date on technology trends. But, there are some less commonly recognized benefits to using mobile assessments. 



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?


The Mobile Device Race and What it Means for Your Hiring Strategy

Posted by  Trevor McGlochlin

Text message ping, voicemail alert, missed call, email, startling alarm, calendar event reminder, operating system upgrade, app update, security notification, Facebook notification...most of us can relate to these technology overload moments! Suffice it to say the mobile device (e.g., phone, tablet, phablet, etc.) has become an appendage to many of us. When I say “us” I don’t just mean the United States or North America. I mean the entire world. Let’s look at some of the mobile device trends going on in the world today.

mobile devices in hiring strategy


Gamification for Positive Organizational Change - A Case Study

Posted by  Kristin Delgado

Gamification is an emerging trend that has been touted as a driver of measurable productivity improvements for all types of industries. If you haven’t heard of gamification, it is defined as the application of game mechanics, elements, and features to non-game situations. In the organizational context, it takes the “fun” aspects of a game and applies them to business processes. The aim of gamification programs in the workplace is to boost employee involvement and commitment to organizational goals, which in turn will enhance productivity and reduce employee turnover.   


Ask the Expert: How Can Candidates Perform Best on Employee Assessments?

Posted by  Amie Lawrence, Ph.D.

candidate taking employee assessment


Hiring Better Employees with SmartRecruiters and Select International

Posted by  Ramya Ramesh

SMA_Logo_Horizontal_RGB.jpgImagine this scenario: you’re a recruiter and you have a shiny new job to post on your company’s Applicant Tracking System (ATS).

You log into the ATS, post the opening, and off it goes – generating new candidate leads every day. After a few days, you review the applicants and decide which candidates should move forward in the hiring process.

But if you’re like thousands of other companies in the world, your recruitment process isn’t as simple as interviewing a candidate and hiring them – you want to make sure the person you’re hiring is right for your job. You might need to complete a background check on that candidate, and you want them to take an assessment to measure their fit for the role.


SIOP Conference Trends and Employee Selection

Posted by  Eli Castruita

Well, the 2012 Society for Industrial/Organization Psychology (SIOP) annual conference has come and gone.  We are proud of our team for exceeding the number of presentations given last year and, although our schedule was full, we were able to attend many sessions.  As usual, there were many interesting topics presented and discussed by I/O psychologists.  However two themes seemed to really stand out and both of them have received a lot of attention the past several SIOP conferences.


Can Social Media Replace Employee Assessments?

Posted by  Ted Kinney, Ph.D.

An article was recently published in Journal of Applied Social Psychology.  The article, Social
Networking Websites, Personality Ratings, and the Organizational Context: More Than Meets the Eye?
(Kluemper, Rosen, & Mossholder; 2012), is gaining some interest in the popular press and in other blogs.  The researchers took an interesting look at whether or not raters could accurately assess personality based on social media (e.g. facebook pages).  The authors reported relationships between these personality attributions from social media sources, self-report personality measures, cognitive ability measures, and supervisor ratings of performance.  It is a well done piece with strong methods – all the things I look for in an academic paper. 


4 Things You Need to Know about Applicant Tracking Systems and Assessment Integration

Posted by  Louis Simon

If you’re an organization that utilizes an Applicant Tracking System (ATS) and on-line assessment for assisting your hiring process, there’s a good chance you’ve thought about Assessment Integration (AI). Especially if you’re utilizing two platforms to manage your recruiting process and another to provide your candidate assessments, it’s smart to think that combining those two systems could be beneficial to your recruiters, candidates and hiring managers. Knowing that there’s benefit in integrating is normally where the process starts. Where it goes from there is sometimes a very thought provoking path and each organization will have its own reasons for deciding to integrate assessments or not. If you’re just starting the process of finding an ATS this information will be beneficial to your discovery. If you’ve already picked an ATS you may find that this information hits close to home. Here are a few things you need to know about Applicant Tracking Systems and Assessment Integration.


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