Dr. Wendell Williams

About the Author

R. Wendell Williams, Ph.D., is Managing Director of ScientificSelection.com. He specializes in helping organizations develop job competencies, measure applicant skills, implement performance management programs, develop performance appraisal systems, make promotion decisions, and develop Web-enabled hiring sites. Contact him at rww@scientificselection.com .

Hiring Secrets from Great Coaches and Other Workplace Myths

greatcoach

Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday. Every so often, someone publishes an article about lessons learned from great coaches offering advice about how to select people. Sorry, this is useless nonsense. Why do I say that? Great coaches don’t work with players who…

Building a Top 20 Workforce: Past Performance Doesn’t Predict Future Results

top20

Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday that some of you have requested. .n the early 1800’s, the British textile industry was automating. New, wide-framed looms could be operated by cheap, unskilled labor, bringing more product to more people at better prices….

Like it or Not, You Are Testing Applicants (Part 2 of 2)

Like it or Not, You Are Testing Applicants (Part 2 of 2)

In Part 1, I explained that job skills walk around on two feet; past achievements are less important than the skills used to accomplish them; employers rent two-legged skills to do specific jobs; and headhunters produce about the same hiring quality as internal recruiters. I suggested readers Google “Principles for the validation and…

When It Comes to Evaluating Candidates, Knowing Beats Guessing

Illustration by DreamstimeIllustration by Dreamstime

Second of two parts If you want to learn whether HR is doing a good job screening candidates for critical job skills, ask the hiring manager. If he/she frequently expresses anger and frustration wasting time interviewing unqualified candidates, you got it wrong. Although hiring managers may not be able to describe critical job…

You May Not Think So, But You Really DO Use Tests When You Hire

personality-test

First of two parts Two comedians are talking… “Do you test applicants?” “We don’t use tests.” “Oh. You hire everyone who applies?” “No … just the ones who pass interviews.” “You know, interviews are tests.” “We don’t use tests.” You see, it’s a crazy conversation that you hear in the corporate attorney’s office as often as…

That New Post-College SAT? Just Another Way to Hire by the Numbers

Pre-employment tests

As long as I have been in business, hiring managers have been trying to pin a magic number on job candidates in the hope it will indicate future job performance. Sometimes that number is a GPA, combined test score, or even past earnings. Now we have the Collegiate Learning Assessment (CLA+), a test…

What Happens When There Are Too Many Applicants, Too Little Time?

123RF Stock Photo 123RF Stock Photo

Some organizations are just lucky. They have a huge, Niagara-like, flow of applicants knocking at their front door. They hire teams of people to scan paper resumes. But any experienced recruiter knows resumes contain a considerable amount of fiction. Bad applicants often have good resumes, and good applicants often have bad ones. I’ve…