Over the past couple of decades, personality has become a focal point in organizational research, leadership development and derailment, and particularly employee selection. This optimism is largely the result of the development of a unified model of personality called the Big Five, or Five Factor Model of Personality. The Big Five model is an empirical and comprehensive […]
The IRS Audits Itself In response to a potential shortage of managers and technical employees at the IRS, the Treasury Inspector General for Tax Administration (TIGTA) recently audited the agency’s new-hire onboarding processes. The results of this analysis highlight the need for all organizations to have a strategic process for hiring, integrating, and retaining new […]
We all know that employee turnover is costly: the average cost associated with turnover for an entry level employee is equivalent to roughly 1/2 of his or her yearly salary. There are a number of direct and indirect costs associated with turnover, and this infographic from Compliance and Safety does a fantastic job of breaking down those […]
Just as it is important to learn about the selection methods that have been proven to be effective at identifying talent, it is also important to note those that do not predict performance or turnover. Among the most popular of these methods is Graphology, which is still commonly used in some places as a selection […]
To follow up a previous blog on the most effective selection methods, we are also going to look at more common and universally ineffective approaches to hiring. Traditional, unstructured interviews are the hallmark of employee selection, and as it turns out, not a bad tool for assessing job applicants. Based on organizational research findings, this […]
Why would we ever want to use something like social media profiles to inform selection decisions when there are much much more accurate ways to evaluate applicant skills and fit? One reason, we thought, might be due to the overwhelming number and type of selection tests available. The purpose of this article is to help deal with […]
Why use social media as a selection tool in the first place? It may be because most of us believe we are good judges of character: ‘Of course I can get a sense of someone by browsing through his or her photographs and postings.’ Other organizations may be using social media to identify deviant […]
Business leaders often fail to understand why their employees quit. For example, 41% of employers reported that a ‘poor relationship with manager’ was the top reason for employee turnover… only 15% of employees agreed.
Using measures of cognitive ability as a tool for employee selection leads to numerous benefits and can save your organization a lot of money.
Over the past couple of decades, personality has taken a larger role in applied research and employee selection. This optimism is mostly due to the creation of a unified model of personality called the Big Five.