This page contains short articles pertaining to various aspects of the pre-employment hiring process. A list containing the first three articles appears below. Periodically a new article will be added. I hope you find these articles relevant, informative and interesting. Any questions or comments pertaining to any one or more of these articles should be addressed to firstname.lastname@example.org Ronald Trego, Ph.D.
If we look behind the scenes, there was no luck involved.
For most of us, our personality is remarkably stable over time.
the goal of employee selection strategy is to maximize hits and correct rejections while minimizing misses and bogus selections
recruiting good people is an ongoing, full-time task and not a knee-jerk reaction to filling a position
although “faking good” cannot be prevented, it can be detected and measured
is the best predictor of job-related learning, promotion and for overall job performance for virtually every job
The true value of job experience involves three levels of job experience, none of which are related to length of job experience.
applicants are not always what they appear to be
Employers want to make sure employees have the skills to do their jobs.
34% of resumes and 73% of job applications contain falsified or embellished information.
predicts a candidate’s suitability for a specific position
clues that alert the interviewer to the existence of traits of personality, motivation and character