Manufacturing Today - Volume 18, Issue 2 - 61

Select International

xclusive feature

tribute the most to the company's environment and culture.
"Those three traits really make up
the core of a great manufacturing
employee and we can get really great
measures of those in a short amount
of time," Dr. O'Connell says. Using
Select International's tools, companies can get a good measure of those
traits and a broad range of competencies relating to the available job
through a one-hour assessment.
A strong assessment can eliminate
candidates from consideration who
are more likely to not show up for
their shift or exhibit behaviors that
can threaten the safety of themselves
and those around them. An individual
who engages in one act of counterproductive work behavior, such as ignoring a safety procedure, is nine times
more likely to be involved in a safety
incident, according to a Select International study. The danger increases
exponentially with the number of violations. Individuals who exhibit two
incidents of counterproductive work
behavior are 24 times as likely to be
involved in an incident.

Expanding Service
Most clients utilize Select International's technology through a software-as-service model. They create
a customized assessment, then administer it to candidates and Select
International supports it from the
back-end. But a trend has emerged in
recent years where some clients want
a more turnkey solution where Select
International provides on-site personnel - a service Select International
calls "Assessment Process Outsourcing" (APO).
APO differs from traditional recruitment
process
outsourcing
(RPO) in its fundamental goal. RPO
focuses on the candidate sourcing

process, while APO focuses on talent
evaluation, assessment administration and logistics. A seamless process
has become even more critical, given
the tight labor market.
Because its assessments are designed to determine the quality of a
candidate, not only their qualifications, Select International can screen
out workers who are more likely to
have worker's compensation claims or
who will need to be replaced later on -
ultimately saving the client money.
With its APO service, Select International takes control of the entire
process and gives clients greater confidence they will get the assessment
results they need. "A lot of organizations, especially in the manufacturing
world, see the value in having us run
their systems," Dr. O'Connell says.
Select International's assessment
is good at identifying the strength of
a candidate's key traits, but even the
best questionnaires have limitations
when it comes to physical job performance. Additionally, manufacturers
want to know the person they are hiring can complete the tasks the role requires and maintain consistent quality standards.
The best way to evaluate that ability
is to see the candidate in action, which
is why Select International has developed many production simulations
that mimic key aspects of the job. An
auto manufacturer, for example, may
have a potential employee install
bolts and weld components on the inside of a car cab to test whether they
can learn and perform the task in a real-world setting.
These production simulations not
only benefit the manufacturer, they
also set expectations for the job candidate. After two or three hours in the
simulation, potential employees have
a better sense of what the day-to-day

of the role entails and whether it is the
right fit for them. "We would much
rather have someone say at the end
of that simulation, 'That isn't for me,'
rather than go on to be hired and likely
turnover," Dr. O'Connell explains.
Having perfected the science of
screening employees, Select International is putting its industrial organizational psychologists' expertise
toward another common manufacturing challenge: recruitment. Many
of the organizations it works for have
a core group of employees and a larger variable workforce. Variable workforce jobs are lower pay with fewer
benefits, even though the workload
is similar to full-time positions. That
makes those jobs less attractive and
more difficult to fill.
The solution is to make advancement opportunities more obvious
and to better incentivize variable
employees to stay on longer. To help
with that, Select International is putting together a consortium of variable
workforce vendors designed to address the problem.
The group will address questions
such as "What are the best practices?
How do you improve the environment so they see there is a clear path
forward?" Dr. O'Connell explains. mt

co-founder matthew o'connell,
ph.d., and select international
help clients identify the right
candidates for the job.

VOLUME 18, ISSUE 2 manufacturing-today.com

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http://www.manufacturing-today.com

Table of Contents for the Digital Edition of Manufacturing Today - Volume 18, Issue 2

Contents
Manufacturing Today - Volume 18, Issue 2 - Cover1
Manufacturing Today - Volume 18, Issue 2 - Cover2
Manufacturing Today - Volume 18, Issue 2 - 1
Manufacturing Today - Volume 18, Issue 2 - Contents
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Manufacturing Today - Volume 18, Issue 2 - Cover3
Manufacturing Today - Volume 18, Issue 2 - Cover4
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