When sophisticated organizations realize they need to do a better job hiring the right people, one of their leaders will often ask someone in HR for recommendations. That person then responds to the request with the same deliberate, predictable approach most of us use to solve any problem these days:
Step 1: Ask for as much time as possible to get back to said senior leader.
Step 2: Sit down at a computer.
Step 3: Close Facebook.
Step 4: Pull up Google.
Step 5: Type terms such as the following into your search bar: hiring tools, pre-employment tools, hire better people, fix a poorly installed shower (yes, I learned to install a new shower with online videos...).
What do you find?
- The ONE AND ONLY Interviewing Question You Need to Ask
- 5 Simple Ways to Hire Better People
- Use Machine Learning to Hire Better People
- Gamification in Hiring
- Grout Tips for the Shower...
The search results go on and on! Mot of what you find, you can't take back to your team as practical recommendations. Do you need a new interviewing program? A new applicant tracking system? A new reference checking program? Maybe all of the above?
Invariably, you'll run across the topic of pre-employment personality or behavioral assessments. At last count, there were more than 2,000 companies and firms selling these tools. Good luck sifting through all 2,000 to find the right one - the one that works, that's easy to use, and is right for your situation. You'll find some that look like they're cutting edge; they have a slick interface and the appearance that there is some science behind what they do. But dig deeper and you will find out what cutting edge really means.
New doesn't mean cutting edge. Slick doesn't mean cutting edge. Pretty packaging doesn't mean cutting edge. Making complex topics unreasonably simple isn't cutting edge. Make no mistake, a good employee assessment solution should use the latest and most effective science and technology. It should be easy to use, and you should be getting expert advice where complex concepts are put into terms you can understand. But always make sure the new science and technology are solid, and that you are working with real experts who can solve complex problems. If you need a simple solution, they should be able to provide it. If your problem is a bit more complex, they'd better be able to find a real, sustainable solution.
All of this brings me to a point of pride. I'm often reminded - by our clients, no less - that Select International has some of the most respected and experienced experts in our field. It's not uncommon for clients to relay how they worked with a provider who had a lot of experience and a big team, but lacked a deep understanding of the healthcare industry's unique challenges. Other clients tell us they've worked with smaller groups who had a few real experts, but were only capable of providing a single approach that couldn't be tailored for unique and, often complex, situations.
Our team recently spent several days at the annual meeting of the Society for Industrial and Organizational Psychology (SIOP); it's the big shindig for I/Os, as they're called in the Psychology world. Select International was well represented, participating in 24 different sessions, either as presenters, panelists, or panel chairs on topics that included:
- Applicant Reactions: Does Test Length Really Matter?
Applicant Reactions Across Hospital Types
Predicting Counterproductive Work Behaviors with Bogus Items and Integrity
Painting the Picture: What is the Mobile Test Environment?
Globalizing Selection Systems: What You Need to Know for Success
OK, just a little more bragging. I'm proud to share our Annual Business Outcomes report which shows some results that we helped our clients achieve in 2016.