Whitepapers
Select International has assembled a comprehensive library of whitepapers that provide you with helpful tips and insight for a number of areas, including employee assessment, hiring best practices, executive assessments and healthcare hiring.
GENERAL
5 Sides of ROI
How do you measure the return on investment (ROI) of an employee selection process? This is one of the most common questions that we are asked by our clients, and in turn, one that is asked of HR professionals by their executives.
Are All Employee Assessments Alike?
Are all employee assessments alike? The short answer is a resounding NO. There are many kinds of assessment tools available, and using the right combination of assessments can greatly increase the accuracy and efficiency of your hiring decisions. This whitepaper discusses the various types of assessmentss and provides tips on how to choose the one that works best for you.
Assessing for Violence
Any time incidents of workplace violence make the news, businesses and employees wonder if someone at their office might be the next to lash out. But how would you evaluate the potential for violence?
Builders, Cutters, Maintainers
Why do CEO’s tolerate poor performance from employees at every level? Leaders readily admit that there are employees, at every level, that hurt the company. They are “Cutters”. In almost all cases, Cutters are so deficient in attitude, motivation, and/or ability that they negatively impact company performance.
Collecting Demographic Data
On October 7, 2005, the Department of Labor (DOL), and more specifically, the Office of Federal Contract Compliance Programs (OFCCP) established clear rules and regulations pertaining to soliciting race and gender data during the selection process (Federal Register, 2005).
Hiring and Market Performance
This overview is meant to challenge your thinking about enterprise-wide hiring and its link to market performance. In principal, everyone agrees that it is people (human talent) who create and implement the services and products that dominate markets. But then the consensus falls apart and it becomes difficult to get any two people to agree on what constitutes “talent,” let alone, what to do about it.
Organizational Competency Modeling
A fundamental challenge facing Human Resources is consistency. Employees are select for one set of skills and abilities, trained based on another, evaluated on another, and compensated based on still something different. Administering HR programs across an organization without common behavioral competencies is like working on the team with no clear way of communicating. The document discusses the simplicity of enterprise-wide behavioral competenties - making someting that is complex and confusing and making it simple. And most importantly, making it effective.
Proctored vs. Unproctored Testing
Many organizations have either moved to or at least considered using unproctored, online testing for part of their pre-employment testing needs. Unproctored testing offers a greater level of flexibility for employers and can significantly reduce costs associated with proctoring. However, unproctored testing raises a number of concerns. Read about the differences and learn what they can mean for your organization.
Recruiting Manufacturing Employees
How much should you pay to hire your next manufacturing associate? What factors affect recruiting costs? How does hiring affect turnover? Our clients often ask us these questions, so this white paper is meant to give practical perspective to a seemingly complex series of questions.
Retesting: What is the Right Time Period?
Administering a test costs time and money, so giving a test multiple times when it will not significantly change the outcome for a candidate is a waste of both time and money. MOreover, there is always the possibility that practice effects could become a factor if the test is taken again within a short period of time, and therefore raise the individual's score without any "true" change in the attributes that ou are testing for in the first place. So what factors will help you determine if a retest is necessary?
Should We Use Employee Assessment for Internal Employees?
Whether or not to extend an employee assessment program used for external candidates to internal candidates applying to the same job is a complicated question and deserves careful consideration. This paper discusses the pros and cons around different answers to this question and presents the approach that Select International's experts endorse as their leading recommendation.
Systems Vs. Tools
This whitepaper examines Select International's philosophy of assessment and selection, which is based on three fundamental beliefs:
- No single factor consistently predicts job performance best. Jobs, positions and work are complex and multi-faceted. Any comprehensive assessment system must account for this multi-dimensionality.
- No single assessment method is acceptable for measuring all dimensions. Some are better are measuring different competencies than are others.
- Different companies require different employee profiles. Companies differ in the level of empowerment, self-directedness, problem solving, teamwork and leadership styles, spans of control and work environment. This needs to be accounted for in a comprehensive assessment system.
Understanding Adverse Impact in the Hiring Process
Adverse impact, something that all organizations want to avoid in their employment decisions, has a long history in the United States legal system. This document provides a summary of important court cases related to adverse impact, and more importantly, addresses how your organization can reduce adverse impact in your selection system.
SAFETY
Blind Spots: 4 Factors That Can Get You Injured
Everyone has a blind spot when it comes to being safe. No, we’re not talking about just the little area of space in your car where it’s hard to see if someone is about to hit you on the highway, or the area behind your head. Blind spots can pop up in lots of areas, not just our vision. Whenever we are not aware of something – whether it’s in our physical surroundings, how we behave, or our personal attitudes – we lack insight about this. And when we lack insight into something that can get us hurt, it can be a blind spot for our safety.
Hiring Safe, Dependable and Productive Employees
Hiring employees who work safely, come to work on time, work well with others and perform their job effectively is a key objective of any successful organization. Accomplishing this in a fast, accurate and cost effective manner is also critically important.
Selecting Safer Employees
Work-related acidents have a strong, adverse influence on organizations through personal injuries, lost productivity, lawsuits, disability compensation, damaged or destroyed equipment, etc. This whitepaper takes a look at some of the existing research on individual characteristics that have been studied as predictors of workplace safety.
EXECUTIVE
Authentic Executive
For years, executives have been coached to improve their behavior. Many participate in comprehensive leadership assessment events that involve in-baskets, presentations, leadership role-plays, personality inventories, and intelligence tests. These assessments are designed to make the executives aware of their behavior and how it can be improved.
Executive Assessment Approach
This document describes Select International’s approach to executive assessment, developmental planning and feedback, assessment reporting, as well as team development and coaching. It outlines the processes and steps involved in successfully setting up and conducting an executive assessment and development process, as well as differentiate Select International’s approach to assessment in comparison to PDI and DDI.
Executive Assessment: Is One Test Enough?
There has been a lot of discussion and, quite frankly, confusion lately around selecting the best tests to use for predicting success and advancement at the senior management ranks. In the popular press and in professional discussion groups, there have been many single tests or approaches touted as the best “one” for these purposes. Consultants, human resources professionals and hiring managers seem to have their preferences based on their experiences.
Executive Development
The most effective approaches for helping managers and executives reach their potential andovercome obstacles in being highly effective and authentic professionals are founded on gaining an in-depth understanding of the individual. Analogous to a physician not making treatment recommendations without a full diagnosis, we will rarely work with an individual who has not been through some form of assessment.
Jekyll and Hyde
Martin Vantacki, executive vice president of international operations, is personable and loyal to a fault. He’s a guy that will defend you and stick by you through thick and thin. Martin’s friends speak highly of him and can easily cite times when he has counseled them and helped them through some of life’s most difficult challenges. Yet, at the same time, many other people will say that he is vindictive and out to silence anyone who opposes him. This group of people can quote instances when Martin has seemingly turned on people who objected to his views.
HEALTHCARE
Applying the Science of Selection to Hiring in Healthcare
Applying a selection system to your organization can be a daunting task as a whole. Thiswhitepaper breaks down selection systems into their main components and provides a pathway to navigate the process of applying a legally defensible approach to your organization.
Physician Employment
Nearly every hospital is building a network of employed specialty physicians or is seriously considering it. There is no guarantee, however, that the strategy will be successful for the hospital or for the physicians.
Reducing Healthcare Workforce Injuries Through Better Selection
Experienced healthcare workers are in short supply and budgets are under pressure. Work-related injuries are a significant contributing factor in both of these problems. Every healthcare organization needs to optimize productivity and keep employees safe while reducing costs. The hiring strategy often focuses exclusively on clinical and technical skills, with little attention to the individual characteristics that impact workplace safety. Research clearly shows that screening for these traits can significantly reduce the number of workplace injuries.
Transformation of the Healthcare Workforce
Hospitals and healthcare professionals have entered a new era of increasing pressure to fundamentally change the way that care is delivered. There is a consensus that the system must begin to deliver “value” but organizations are struggling with the cultural change required to meet this challenge.
PRODUCT DEVELOPMENT
Development and Validation of Select Assessment for Employee Reliability
Estimates of the cost of employee theft range from $10 billion to $200 billion annually. I/O psychologists have been helping to identify individuals who are more likely to engage in theft and other counterproductive work behaviors through the use of integrity tests.
This paper focuses on the development and application of the Select Assessment for Employee Reliability. See how this tool can help your organization predict employee integrity and reliability.
Development of the SafetyMirror Assessment
In almost any work-related environment that involves physical activity, safety is routinely rated as the single most important factor by job content experts. No other aspect of work is more important than ensuring the health and well-being of oneself and others. In addition, accidents are costly to organizations in terms of insurance, equipment and goods.
This whitepaper focuses on the development and application of SafetyMirror, an assessment that can be used for both selection and development.
Hiring Friendly, Dependable and Productive Employees
Hiring employees who are friendly, come to work on time, work well with others and perform their job effectively is a key objective of any successful organization. Accomplishing this in a fast, accurate and cost effective manner is also critically important.
Predicting Success in Sales
Why are some people successful in sales and others aren’t? In other words, what makes for a good salesperson? This is a question that sales managers and executives ask themselves regularly. Perhaps a more perplexing question is why someone who is successful selling in one job is a complete failure in another, or vice versa. Is there a way of dramatically increasing your odds that someone is going to succeed in a sales role?
Validity Evidence: Leader & Professional Systems
The process of selecting, promoting and developing effective leaders and professionals is fundamental to the success of any organization. Our research and experience has consistently shown that effective leaders and professionals demonstrate specific behaviors and possess key attributes. These assets clearly impact their organizations' bottom line and separate them from their less successful counterparts. This paper discusses Select International's philosophy and approach to helping our clients assess and hire these leaders in a wide range of industries.
