A large applied research study sought to examine important organizational outcomes from various psychologically-based workplace interventions. In all, they examined the effects of eleven different types of interventions, defined below: Selection and Placement: For the purpose of this research, this simply includes the use of realistic job previews Training: Enhancing employee performance through learning Appraisal […]
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 […]
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 […]
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.
For the better part of the 20th century, researchers have looked at the role that personality plays in job performance. For a very long time, findings were mixed and inconclusive. Because of this, researchers largely agreed that personality was in no way related to job performance. In fact, many people jokingly label this era of […]