Want to validly predict job performance when hiring? Read about a well-intentioned but unreliable swing set assembly experiment used for hiring. Ditch the gimmicks. We have a much better alternative.

Employers who use the 15dots^® Selection Process tell us they experience a noticeable uptick in talent. However, organizations that cut corners won’t achieve these results. Learn more in this second and final article in this series by Joe “Doc” Nowlin, an industrial psychologist and former business professor who revolutionized employee selection. If you haven’t already done so, read Part 1, 15dots® Selection Process Shortcuts: Danger Ahead.

Would you consider taking shortcuts on a tried-and-true manufacturing process or well-established business practice? Of course not - unless there was a compelling reason. 

The same goes for shortcuts on a tried-and-true employee selection process that guarantees 9 out of 10 hires will meet the standard of your industry’s top performers. Learn from industrial psychologist Joe “Doc” Nowlin about what he has seen in hiring shortcuts that jeopardize selection success and how to avoid them.

Early in my career, I spent considerable time defending client employee selection practices to prove that they were sound. I realized that if I could teach those clients and their HR teams the right way to set up and run a legally sound, scientifically-based employee selection process that I might have a sustainable business. This is the story of how I traded a secure job as a tenured college professor for the opportunity of a lifetime to transform employee selection for personnel in the paper industry and beyond.