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.

When a job candidate is overqualified for a role, what should HR do? Joe “Doc” Nowlin, an industrial psychologist and former business professor, offers real-world examples that every organization can embrace.  

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.

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.

The demands of 21st Century manufacturing are intense, so it takes a certain type of employee to handle it all. Bill MacPherson, Managing Director of Mercer Celgar, a British Columbia pulp mill, practices a 3-part management philosophy. This philosophy has positioned the mill as the region’s main employer and a global leader in the pulp industry.

Gen Z and Millennials want the flexibility of living life on their terms. Work is just a part of that life. So, how do employers respond? Cheryl Jackson, a business consultant with a doctorate in industrial/organizational psychology, offers recruitment advice that employers can’t afford to ignore.

Did Elon Musk’s return-to-work-or-else ultimatum grab your attention? It certainly grabbed mine! The ultimatum highlights a common workplace conflict:
· Employers are asking workers to return to work for better accountability
· Employees are bristling at the insinuation they’re not doing enough by working remote
How do the 15dots’ tools bridge this employer/employee gap? If you’re a CEO or HR leader, here’s what you need to know about Elon Musk’s ultimatum.

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?”