Do you remember the movie Moneyball? Moneyball, an account of the Oakland Athletics’ 2002 baseball season, tells how the team outsmarted other Major League Baseball clubs by recruiting players based on advanced statistics, instead of old-school traditions. This innovative selection process allowed the A’s to compete against organizations that were wealthier and more powerful.

Likewise, businesses can improve performance by changing their employee selection processes. Read how to gain meaningful contributions from people of diverse backgrounds by minimizing selection bias.

Employers who value diversity, equity, and inclusion (DEI) have a strategic advantage. They improve their ability to address challenges, compete for top talent, and respond to a diverse customer base. Unfortunately, bias can easily creep into the selection process and undermine DEI practices. In this first of two articles about minimizing employee selection bias, read how to overcome bias in recruiting and screening employees.

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.

Pizza parties, potlucks, service projects, and team-building events. These types of employee engagement activities make us feel good about going to work. Employee engagement builds camaraderie, promotes teamwork, and results in better attendance and retention rates. So, how could I not be a fan of employee engagement? Read why.

Looking to fix the broken model of attracting, selecting, and retaining talent in 2023? Then do we have an event for you! 

“Stop Scaring Away Amazing Talent” is an expert-led 15dots webinar that is ideal for HR leaders, operations managers, project managers, and hiring professionals. The webinar, from 10:00-11:00 a.m. CST Thursday, Jan. 26, is co-sponsored by Green Bay Innovation Group, a business-to-business consortium of manufacturers in Northeast Wisconsin.

Nearly 70% of large U.S. consumer product companies outsource at least one department in their organization. That’s understandable for accounting, IT, or other specialized services. But don’t make the mistake of outsourcing employee recruitment and hiring. Read how the transition to internal hiring impacted employee performance and leadership at a U.S. paper mill.

Sports teams use a highly structured, repeatable process to analyze talent. In the sports arena, game video and agility tests help teams determine if a player is a match for an open spot. What process should businesses and industries use to select job candidates?

In this article, we take a page out of a sports playbook to describe an employee selection process that’s a slam dunk.

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