Using Culture Fit to Hire (and Keep) Your Top Managers

Posted by  Kristin Delgado


Chances are, you’ve been hearing a lot about this lately:  Organizations are increasingly turning to the concept of “culture fit” for successful recruiting and hiring. In fact, 'good cultural fit' is often viewed as more important than actual technical skillset or qualifications. Employees whose values align with the organization are more satisfied with the job, more productive, and tend to stay with the organization far longer than employees that tend not to share the same values, or, are not a good culture fit. One way to ensure that the right talent is hired is to use selection assessments that measure candidates’ cultural fit.

To maintain a healthy organizational culture, cultural fit criteria must also be used to select and hire management.


3 Ways to Retain Millennials

Posted by  Lindsey Burke


Earlier this week, we talked about how Generation Z will soon be joining the workforce. But these days, it's still all about Millennials. Baby Boomers are retiring or are on the cusp of retirement, and leaving lots of jobs that need filled. While it's important to find people to fill those jobs, it's just as important to retain them. But it's no secret that Millennials are known as the "job hoppers."  So what's an organization to do?


4 Experts Weigh In: The Most Common Misconceptions of Employee Assessments

Posted by  Alissa Parr, Ph.D.


When implementing assessments at a new company, we often hear many expectations and assumptions about the tests. Some of these are true, but a lot are false. Making decisions about an employee assessment based on untrue assumptions can lead you to choose a tool that isn’t as robust as it should be. Sometimes the decision-makers in an organization are the ones who have these negative views which can lead to more resistance to trusting assessment results.

So, we compiled together the four misconceptions we hear most often about assessments. Here they are:


Do High Assessment Scores Always Lead to Better Job Performance? [Whitepaper]

Posted by  Ted Kinney, Ph.D.

job-assessment.jpgThe relationships between employee assessment scores and critical outcome variables, such as job performance and turnover, are not always clear cut. It is important to understand that such relationships do not always follow the linear pattern that most assessment vendors assume. There are certain situations in which we are more or less likely to see that linear trend.

For example, as the economy continues to improve, we are seeing turnover rates on the rise. The reason being, there are more alternative employment options available to employees and they are often easily accessible via the internet. Employees literally have these alternatives at their fingertips. Under such conditions, we cannot make broad claims that hiring individuals based on top assessment scores will always lead to reductions in turnover.


The 10 Most Popular Human Resources Articles of 2016

Posted by  Mark Rogers

top-10.jpgIt’s that time of the year – time for countdowns and celebrations. We decided that it would be a good time to do some research and find the most popular Human Resource related articles of 2016. Our rankings are based off of the articles that received the most social media shares in 2016. Some of these articles are focused directly on HR, others are leadership focused, and others are about company culture.

Let’s kick this off starting with number 10 and heading to number 1. After all, who doesn’t love a good countdown?


How Your Company Can Fix Counter-Intuitive Employee Assessment Results

Posted by  Alissa Parr, Ph.D.

assessment-fix.jpgMore is always better, right? When it comes to ice cream, the answer is always yes. However, when it comes to employee assessment scores sometimes the answer may not always be as clear-cut as we’d like.

Well-developed assessments target and measure behavioral competencies that are important for the job. Good assessments measure what they are intended to measure and they predict performance on the job. In this case, higher overall scores on behavioral competencies should indicate higher job success. So, where does the disconnect come into play?


Do You Know What Is Actually Causing Turnover in Your Organization?

Posted by  Alli Besl

employee-turnover.jpgIn many organizations across the globe, turnover is a major pain point. We all know that there are devastating outcomes associated with losing good employees. These range from monetary costs that are estimated to be between 1.5 and 2.5 times the leavers’ salary to other less tangible outcomes such as increased stress and workload of remaining employees, loss in productivity, client loss, and turnover behavior becoming contagious resulting in more departing employees.

More often, organizations are telling us that turnover is becoming an issue. One factor that is contributing to the higher rates of turnover for many employers is the ease with which individuals are able to find and apply for jobs. As the unemployment rate continues to drop there are more and more jobs available.


5 Tips for Creating a Realistic Job Preview That Will Reduce Turnover

Posted by  Connie Gentry

RJP-video.jpgIn a world where video, media, and interactive technology has become the norm, job seekers have come to expect more from companies when investigating potential employers. Some of the pros of utilizing these mediums to attract candidates is that candidates can watch videos to get a realistic job preview (or RJP) of the company as well as the position for which they are applying. This simple video can directly impact turnover.

The number of individuals who utilize social media in their daily lives, either personally or professionally, indicate that using this type of platform to house a realistic job preview video is an easy way to get candidates familiar with the nuances of the job – the positive and the not so positive.


3 Steps You Can Add to Your Hiring Process That Will Reduce Turnover

Posted by  Rose Keith

quit-turnover.jpgTurnover is a common and costly issue for most organizations. In fact, the Bureau of Labor Statistics reports that the voluntary quit rate in the U.S. is usually close to 25% every year. The costs involved with replacing employees who leave are high. Not only are there costs in terms of the money and time it takes to recruit, hire, and train a replacement, but if the organization decides to not replace the employee who left, those who remain take on the burden of extra work.

How can you reduce turnover? Because it’s such a complicated issue, without one overarching cause, your best approach is to take a multi-faceted look at what may be causing turnover in your organization specifically. Hiring is one of the key areas you can start with. What follows are three steps you can take in your selection process to reduce turnover.


The Power of Using Exit Interviews to Detect Turnover Reasons

Posted by  Lindsey Burke

exit-interviews.jpgWhen clients confess that they are experiencing a turnover problem, one of the first questions I ask is whether they have an exit interview or survey in place. Nine out of ten times, the answer is “No”, or “Not officially”. Given that turnover is so costly, it’s surprising to me that more organizations do not take the opportunity to learn directly from their ex-employees or soon-to-be ex-employees why they are leaving/have left. A brief sit-down or a request to take a 20-minute survey could give your organization the insight you’ve needed all along.

Exit Interviews/surveys can provide your company with the input and hard data you need to make decisions and needed changes. Exit data can provide a powerful edge when suggesting change needs to occur, especially with leadership teams and decision makers. For example, if exit data supports the idea that manufacturing employees do not feel safe on the production line, and thus, are leaving the organization, leadership and decision makers may be more willing to investigate the issue further and make needed changes.


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