Recruitment & Selection

Building a Pipeline With On-Demand Recruiting

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In high-growth mode Salo was looking to increase their headcount, specifically the expansion of their business development team. In order to drive innovation and bring a fresh approach, Salo looked for candidates with atypical resumes than were usually considered for this type of role. Learn more about how DeGarmo helped Salo achieve this goal.

 

Download now: http://www.degarmo.com/tmp/Salo%20LLC%20Case%20Study%20vf.pdf

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Gayle Norton Discusses “Future of Strategic Talent Acquisition” in her Recently IHRIM Published Article.

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Competition for talent is intense. One of the biggest threats to business growth today is the difficulty of finding the right talent. Companies that are on a strategic journey to transform productivity or continue sustainable growth understand that the strategy behind acquiring great talent is fundamental to business success. In today’s competitive business world, growth is largely dependent on the talent in your organization.

Read Gayle Norton’s article and learn how to optimize your recruitment process to hire and retain top talent. www.degarmo.com/tmp/wsroct.pdf.

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Gayle Norton Discusses Candidate Engagement Solutions in her Recently IHRIM Published Article ‘Should I Stay or Should I Go?’

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Employee Engagement is clearly one of the most discussed and studied topics of the last few years. As the pace of technology and innovation continues to increase and the demographics of the workforce shift from baby boomers to millennials, engagement has become a critical sustaining factor for employers. In fact, it’s difficult to find an organization where employee engagement is not something being discussed in the C-Suite and even within the board of directors. Interestingly, the term employee engagement makes an underlying assumption that the person you are trying to engage is already an employee. However, this article explores the position that employee engagement starts before the person ever becomes an employee. It begins with the talent acquisition process.

To download the entire article, please click here: www.degarmo.com/tmp/wsrapril.pdf

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Timing the Job Offer

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Speed and timeliness are important during the hiring process. Without devoting some effort to establishing an efficient applicant acceptance process, most hiring managers will continue to be challenged in their efforts to enhance their organization’s ability to compete for talent. Read more
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How Can Organizational Citizenship Behavior Influence Selection Decisions?

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Organizational citizenship behavior (OCB) is thought to be one of the many factors that influence managers as they make selection decisions based upon job interviews. OCB is the behavior of an employee which may not be a part of the job role, but supports the work environment at large by supporting fellow employees and the organization as a whole. Applicants who display OCB during job interviews are less likely to voluntarily quit, are likely to be more productive, and are likely to be more efficient than their coworkers.  Questions that attempt to gauge OCB can be included in the job interview to help with selection decisions.  Read more
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Rapport-Building in Structured Interviews

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Structured interviews have long been considered valuable tools for gathering information about job applicants. Although they are comprised of structured questions, these interviews also include an initial rapport-building stage, during which the interviewer briefly engages in small-talk with the applicant. Read more
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Selection Strategies: Balancing Diversity and Performance

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One of the greatest challenges that organizations face during the selection process is trying to hire both a diverse and high-performing workforce. Unfortunately, some of the best predictors of job performance (such as measures of cognitive ability) also tend to produce substantial differences between applicants of different races. This could result in lower hiring rates for minority groups. Read more
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Is Your Company Putting the Best Face Forward When Recruiting Minority Candidates?

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In recent years minority recruitment has become more and more imperative for companies. A diverse company can avoid legal woes, improve public image, and legitimize itself to minority customers. With the increased importance of a diverse workforce, it has become important to consider the best practices for recruiting minority candidates. While it may seem that the same guidelines for recruiting majority candidates should be used, this is not entirely accurate. Read more
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Using Person-Organization Fit In Selection

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Imagine a situation in which an individual has found an occupation that suits his needs, works for a pleasant supervisor, and receives a competitive wage and benefits. While this may sound like a storybook tale, if we further consider that the same individual enjoys working in teams, is excited by working to meet challenging goals, and cherishes the opportunity to make important decisions without asking for approval, all of which his organization does not foster, suddenly our storybook tale has taken a turn for the dark side: now our protagonist is unhappy, underperforming, and surfing the internet for a new place to work. Read more
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Work Sample Tests and Potential Adverse Impact

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Adverse impact in employee selection is a crucial concern for human resource management. Adverse impact occurs when a protected class of applicants is hired or selected at a substantially lower rate compared to other groups of applicants, which can potentially lead to costly court charges and lawsuits. Thus, reducing actual and potential adverse impact against protected groups is a key priority for most HR departments. This goal has led companies to search for the most effective selection tools possible that maximize differentiating among applicants of different qualifications and abilities while minimizing adverse impact. Read more
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Reducing Discrimination in Selection

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Although great strides have been made in the past half-century to improve the representation of minority groups in the workplace, disparities still exist. The U.S. Bureau of Labor Statistics reports that men are 4 times more likely to hold a position at the highest levels of an organization than women. Additionally, white employees are 11 times more likely to hold a position of management than blacks and Latinos. Read more
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Does Education Contribute to Job Performance?

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Organizations often use education as a measure/indicator of a person’s skills and abilities during the selection process. But does advanced education, particularly holding a bachelors degree or higher, actually indicate the likelihood of a person being a good citizen of the organization and not engaging in counterproductive behaviors? Is the higher salary required for employees with advanced education worth it? Read more
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