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  Copy the Marines? Halos and Horns
by Dr. Wendell Williams - Oct, 2007
Don't let a sweeping conclusion cloud your judgment A large number of readers recently rushed in to confirm that military hires were "slam-dunk" employees. Almost every story was backed with a personal anecdote and criticism was branded downright unpatriotic. I spent a few years in the military and have the highest respect for those who put their lives on the line. I encourage every employer, if given a choice between tw...
 
  Using Bio-Data for Selection
by Dr. Wendell Williams - Oct, 2007
Looking for love in all the wrong places Some of you might have heard or read about Google and its bio-data applicant screening process. As cited in a recent New York Times article, its basic approach is supposed to be simple: Survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences, and accomplishments. Statistically determine which of these...
 
  Validating a Personality Test
by Dr. Wendell Williams - Oct, 2007
Measure twice, cut once Sure, it's easy to say engineering, legal, IT, or actuarial jobs require technical degrees. People in these professions need a substantial amount of education to practice their trade. But we all know from watching folks in these professions that it takes more than a sheepskin to be successful. Sometimes, it takes certain personality factors to make a good job fit. Job performance is a two-sided co...
 
  Improving Productivity…Really!
by Dr. Wendell Williams - Sep, 2007
It's all about management Decreasing turnover and increasing productivity can be a natty problem. Solutions usually come in one strength: weak. That is, incentive programs, public awards, and social get-togethers generally fail to make a long-term financial impression. I won't claim that employee appreciation programs aren't a nice touch; after all, everyone wants to feel appreciated. But such recognition does not solve...
 
  Make the EEOC Your Friend
by Dr. Wendell Williams - Sep, 2007
The government hiring guidelines are not only a government recommendation, they are a best practice I really don't like being a resident doomsayer, but organizational hiring and promotional practices are generally so abysmal that I am compelled to make it a big issue. Take EEOC tracking, for example. Most people think all they have to do is send in routine normal reports. Not so. They should be monitoring adverse impact thr...
 
  There's More to a Test Than Questions
by Dr. Wendell Williams - Sep, 2007
Find a solution, not a quiz Once a week I get called by someone, usually an administrative assistant, asking if I have a personality test. When I try to get more information, she usually tells me her boss wants the test and she just wants the price. I tell her, "Sorry. I sell solutions, not tests." She hangs up absolutely convinced I am a jerk. Putting aside the fact she's probably right, let's examine her request....
 
  All Aboard! Does Your Onboarding Process Lead to Employee Engagement or Buyer’s Remorse?
by David Lee - Sep, 2007
Reprinted from Insights, Fall 2006 Research by Hewitt Associates revealed that companies who invested the most time and resources in onboarding, enjoyed the highest levels of employee engagement.* Both research and common sense tell us it’s wise to invest in preparing employees to be successful at their jobs. If you want your new hires to become productive as quickly as possible, why wouldn’t you do what it took to make...
 
  Becoming a Talent Magnet: How to Attract and Retain Great Employees
by David Lee - Sep, 2007
Originally published in Insights: The Journal of the Northeast HR Association Although most business owners and CEOs say they realize the critical role attracting and retaining high quality employees plays in their company’s success, a recent survey by Kepner-Tregoe of Princeton, New Jersey, seems to demonstrate what many employees experience firsthand - many don’t “walk the talk.” In their survey of 1,290 employees, Kep...
 
  Employee Feedback: If You're Not Asking For It . . . You're Asking For It
by David Lee - Sep, 2007
Reprinted from Employment Times, April 30, 2007 Do you know what you’re doing right, when it comes to your – and your company’s – ability to create a high morale, high performance workplace? Do you know what you’re doing wrong? Have you asked lately? Just recently, the importance of getting feedback from employees was once again impressed upon. I was interviewing a group of engineers who represent the kind of employee...
 
  How to Build A Magnetic Employer Brand™ - Part I
by David Lee - Sep, 2007
Originally published on ERExchange.com In The True Power of a Magnetic Employer Brand, we explored the importance of building a Magnetic Employer Brand™. When you make the effort to create a Magnetic Employer Brand™, you save yourself the work of trying to convince employees of choice that you are an employer of choice. With a Magnetic Employer Brand™, your reputation acts like a huge talent magnet, drawing the best, most...
 
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