In June, an article in Time magazine delved into the use of assessments in employee selection. It wasn’t the first time the mainstream media has found a story in assessments, and it probably won’t be the last. The article added some interesting thoughts to the ongoing dialogue, providing examples of companies that use assessments and… Read more »
Tag: employee selection
I was recently invited to guest-lecture in an undergraduate Personnel Psychology class. I was quick to accept as this particular professor started me down the I/O path that I’m still enjoying today. I started thinking about what I could tell undergraduate students that would be valuable to them both in and out of the classroom,… Read more »
Everyone has made a bad hire. In fact, research shows that more than half of new employees fail. In the third installment of our new video series “Drinks with Hogan”, Global Alliances Consultant Dustin Hunter briefly walks us through using personality assessments in a selection context.
Dr. Blaine Gaddis and Ashley Palmer will speak at the Academy of Human Resource Development in Arlington, Virginia, February 14-16. They will discuss the Development of a Competency Model for Entry-Level Selection.
While participating at the Human Resource People & Strategy conference in New York last month, I attended a session on generational differences in the workplace of the future. The presenter, Jeanne Meister, presented on the unique conditions that the workplace of the near future will create: Specifically, by 2020 there will be five generations working… Read more »
In his recent Wall Street Journal article, “Software Raises Bar for Hiring,” David Wessel raises some interesting talent acquisition questions: As candidate pools have grown exponentially in the struggling economy and screening processes have become more efficient and cost-effective through the use of various software solutions, have organizations become overly stringent in their job requirements?… Read more »
When discussing the topic of selection assessment with human resources professionals, it can be rather easy to overwhelm a non-technical audience by carrying on about job analysis, criterion validation, correlations, legal defensibility, etc. A former colleague of mine who worked as a sales representative used to say I was getting “I/O-ish” (as in Industrial/Organizational psychology)… Read more »