What if I told you a job applicant’s education is THE LOWEST of 11 predictors of job performance. Should HR stop requiring college degrees for applicants? Get the answer in my blog that explains why education isn't the best predictor of job performance.

When conducting a structured board interview, don’t “hit one into the woods,” as a golfer would say. In order to get the best match for targeted jobs, an interview board needs to stay on course with its questioning. Here are five types of questions NOT to ask in a job interview.

Well, this article ought to raise some eyebrows! Has the long-standing adversarial relationship between management and unions begun to ease? In this article, we offer several examples of collaboration between management and unions. Today’s union/hourly workforce plays a key role in employee recruitment and employee selection.

Baby Boomers. Hard workers? Yes. But what happens as they leave the work force in droves?  Is there a way to navigate through this “Silver Tsunami”?

Until now, employee selection has been the least effective and most costly process that employers use. 

How costly? The average cost per employee that works for 20 years with pay and benefits of $100k is $2,000,000.00!

In light of this trend, here’s a proven approach to make employee selection an effective, respected, and lasting process. 

It’s possible to consistently run an employee selection system at a yield that provides a nine in ten chance of success. If winning in the marketplace is tied to the talents and abilities of people on the team, who wouldn’t want such a guarantee?

What happens when organizations use tests with low validity (e.g. personality style assessments) to make employee selection decisions that have long-term consequences for an organization?

“Why do robust employee selection systems need to be based on the use of sound practices and established principles?”