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 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.
Every employee in your organization (hopefully) performs his or her formal work tasks. In fact, possibly the largest body of knowledge in applied organizational research has been the study of factors that are related to the performance of such tasks. However, task performance is not everything! Beyond task performance is another topic of importance: extra-role […]
Recent research on employee turnover has identified a number of inexpensive practices that any employer can use to promote employee retention. In this blog entry we address one of these practices: realistic job previews. Realistic Job Previews Realistic job previews (RJP) are designed to give the job applicant much more information about the job than […]