June 8, 2017
Unemployment | Salary | Ability Assessment | ATG

Unemployment: The Lowdown, Slowdown and Showdown

What’s the lowdown? According to the U.S. Labor Department, the unemployment rate has fallen to 4.3 percent, its lowest point since 2001. Some analysts believe the 138,000 U.S. jobs added in May will even be enough to encourage the Federal Reserve to raise interest rates later in June. But it’s not all good news. The rate of job growth has actually been slowing down in recent months – and that could mean trouble for both employers and job seekers. Why the slowdown? The economy has been steadily recovering from the Great Recession. At the current hiring pace, unemployment could soon drop to a level that some analysts would claim indicates a healthy economy. Others believe this slowdown is necessary to maintain balance. Either way, the job market waters are murky. Many people that were considered unemployed were not necessarily hired but had actually stopped looking for work in recent weeks. While this had a positive impact on the unemployment rate, the fact remains that fewer new job opportunities are being posted. The showdown Fewer new jobs are going up yet job openings are still at an all-time high, meaning companies are not actually filling as many positions. With more job […]
May 26, 2017

Hire Smart For Higher ROI

By Leslie H. Krieger, Ph.D., SPHR Does hiring smart pay off in higher profits? You bet it does! In fact, hiring smart typically brings a much greater return on investment than does spending on process improvements or capital equipment. Let’s look at actual ROI data from hiring smart initiatives we created for three very different businesses: debt collection, product distribution, and fast food. CASE STUDY #1: A FINANCIAL RECOVERY AGENCY Hiring Smart Investment: $30,000 Details: ATG helped the agency select debt collectors who quickly surpassed the national average of debt collected per month, enabling its 100 collectors to collect an additional $2.5 million per year. ROI : 8,300%. CASE STUDY #2: A PRODUCTION DISTRIBUTION COMPANY Hiring Smart Investment: $80,000 Details: ATG helped the company select field sales associates whose first year turnover rate dropped from 54% to 28%, resulting in reduced annual turnover costs of $16.3 million per year ROI: 20,300%. CASE STUDY #3: A FAST FOOD RESTAURANT COMPANY Hiring Smart Investment: $150,000 Details: ATG helped the company identify better-fit store managers and team members, resulting in reduced turnover, faster customer service response and greater customer spending. This produced an overall bottom line improvement of $17 million per year. ROI: […]
May 11, 2017
Wounded Warrior Project | Pelocity | Logo | Veteran Career

Pelocity and Wounded Warrior Project Jump Start Veterans’ Career Search

Injured veterans are finding new career paths with the help of Wounded Warrior Project® (WWP). Recently, WWP connected warriors with detailed career assessments. The online questionnaire determined abilities and identified 25 potential opportunities for each veteran. “We use technology to advance the way talent and companies connect,” Stephen Pollan said. Stephen is the founder and CEO of Pelocity, a Jacksonville-based company WWP is working with to identify careers for warriors. The technology goes beyond a simple question-and-answer format. It creates a database of prospective jobs and spells out, in detail, what is necessary to apply. “This means a warrior knows if they can start that career right away, or if they need to expand their skills,” said Kevin Rasch, WWP Warriors to Work® manager. “This allows Wounded Warrior Project to steer veterans toward additional education, if needed, or networking opportunities for jobs they are already qualified for.” “The assessment pinpointed what I wanted my career to be,” Navy veteran Gabriel Perez said. “The survey came back with network administrator and computer technician as my top careers.” Gabriel already targeted those fields in his career search. He has been working with WWP career counseling on his resume and interview coaching. “Wounded […]
May 4, 2017

What Do You Know About Ergonomics?

By guest blogger Dr. Divya Desai (CEAS, OTD, OTR/L) Ergonomics is a science driven profession that attempts to maximize human performance while minimizing risk for injuries. The goal of an ergonomic intervention is to modify work to meet the needs of the worker – not the other way around. For instance, when a worker has a desk too high for his height, he may accommodate by raising his shoulders a bit. However, doing this day after day, for year may result in neck and upper back discomfort. The ergonomic intervention for this person would include lowering the desk or increasing the height of the chair (in addition to other modifications). When the work is adjusted to meet the workers’ needs, they are less likely to have aches, pains, discomfort or injury. It is a common notion that ergonomics involves fitting a new office chair, but it is much more than that. There are many factors that influence how you sit at work and function: the type of keyboard-mouse, lighting or glare, your clothing and accessories, your lifestyle (sedentary or active). Ergonomics takes in to account these factors and suggests modifications based on expected final outcome, which may be to decrease discomfort, increase productivity, save on worker’s […]
January 17, 2017
Waves | 2017 Update | Map | Saville | ATG

Wave 2017: New Norms. New Reports. Greater Efficacy.

On January 23, Assessment Technologies Group will launch a 2017 update to our assessment software. The update will include several new reports and updated 2017 norms for Wave Professional Styles, Wave Focus Styles and Work Strengths. This change will enable our clients to better pinpoint work styles, as they vary by nation and professional level, allowing them to stay atop current population trends.   Norm Updates As the population changes, comparison groups must adjust to the workforce climate. The norms update will include new core norm comparison groups for recent graduates and sales as well as new adjustments to existing core norm groups. Regional and country norm groups have also been created to allow a more tailored geographical approach to your assessment reports.   New Leadership Impact Expert Report The 2017 update will also include several new or expanded reports. Our new Leadership Impact Expert Report will incorporate updated leadership norms in addition to an expanded view of employee leadership styles and efficacy levels.   New Onboarding Report The new Onboarding Report will be a basic report designed to be more easily interpreted by non-trained users, or users unfamiliar with the Waves framework. It offers a high-level view of the […]
July 8, 2016

When Interviews Fail: Why the Best Interview May Not Be the Best Employee and How To Improve Interview Efficacy

Ever been truly blown away by a job candidate’s interview performance? And then been even more blown away when their actual job performance failed to measure up? You shouldn’t be surprised. Many companies rely on open, conversational interviews in which potential candidates are free to present themselves in a way they feel will impress the interviewer. It is often the most impressive interviewee who gets awarded the job. However, research reports show those self-presentation behaviors have more to do with interview ratings and less to do with job performance ratings.* So how can a company sift through the bright and shiny candidates to find the one that will be the bright and shiny employee it’s looking for? First, candidates’ self-presentation tactics had more of an impact when the interview was relatively unstructured. To help counteract this, interviews should be as structured and standardized as possible in order to improve hiring decisions. The authors of the report advise that “although structured interview scores were still subject to attempts by candidates to manage their portrayal, the scores became significantly less so as structure increased.” Greater interview structure means a greater chance that impressive candidates will translate into impressive employees. Scoreable structured interviews […]
April 4, 2016

Developing Candidates Before They Apply

Have you ever said to yourself (or to anyone else, for that matter), “These fresh-out-of-school grads understand collections, but they just don’t have what it takes to do it”? Organizations across the board have complained for years that recent graduates have basic job skills and specialized knowledge, but they are lacking “soft skills,” i.e., the ability to get along with others, to handle stress, to keep themselves organized, etc. Wouldn’t it be great if you knew ahead of time that your collectors were trained in both aspects of the job? Through a partnership between your agency, ATG’s FuturesLeaders division, and your local community college, you can do just that. Candidate Development Many community colleges offer courses in collections to train students in the technical skills they need to be successful collectors; others would be willing to offer such courses if employers (i.e., your agency) expressed enough demand. This college preparation takes away some of the training time and headaches you undoubtedly experience with brand new collectors. But that’s only half of it…colleges don’t usually teach their students how to be socially assertive, outgoing, or confident. To remedy this problem, some colleges are offering to their students the opportunity to compare […]
April 4, 2016

Jargon Jousting – Corrected Correlation

Why would anyone need to correct a correlation? Correlations typically don’t run afoul of the law and certainly no correlation has ever been accused of committing a felony. Now it is true that some correlations are so trivial as to be misdemeanors, but certainly they aren’t deserving of correction either. The only legitimate reason to correct a correlation might be prior miscalculation, in which case the numbers simply should be run again. But what justification could there possibly be for taking correlations that are at worst misdemeanors and pumping them up to look like relationships on steroids? If the correlation is non-existent or trivial to begin with, why not just admit it? An unfortunate example of ruthlessly corrected correlations occurs in the Technical Manual for a recently released assessment of “Talent”. The report of the validity correlations for the twelve scales on the Talent measure reveals that only four of these twelve scales reach a correlation of .10 or greater with supervisor ratings of talent behaviors. The table reports that correlations of .10 or greater are significant at or beyond the .05 level of significance. Yet after not one, not two, but three different corrections, nine of the twelve scales […]
April 1, 2016

The (lack of) Wisdom of Employment Interviews

With unemployment rates at historic levels many more individuals are applying for fewer jobs. Because there typically is no penalty for applying, many of today’s job applicants are not a good fit a given job. In this economy, selection really becomes critical. Unfortunately, the typical organization is still clutching to that old bastion of selection – the job interview. Despite the fact that many studies have confirmed that job interviews are among the least effective means of making a good hire decision, they continue to be the number one choice among employers. There are a few things employers should consider before simply hiring the best interviewee. First: Interviews are notoriously ineffective at predicting performance. Study after study show that even the best interviewers fall woefully short of informing good selection decisions. In fact, interviews rarely exceed an accuracy rate of 10%. Translation: If you hire a good employee via an interview, you probably got lucky. Moreover, nearly everyone with hiring authority has made a bad hire – it’s just too easy to select good interviewees. Second: Some bad employees are good at interviewing. The best interviewers may be the worst employees because they have relatively more experience interviewing. Translation: they’ve […]

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