<?xml version="1.0" encoding="UTF-8"?><rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:wfw="http://wellformedweb.org/CommentAPI/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
	xmlns:slash="http://purl.org/rss/1.0/modules/slash/"
	>

<channel>
	<title> &#187; Employee Selection</title>
	<atom:link href="http://www.tetrics.com/category/blog/employee-selection/feed/" rel="self" type="application/rss+xml" />
	<link>http://www.tetrics.com</link>
	<description></description>
	<lastBuildDate>Wed, 13 Aug 2014 20:07:55 +0000</lastBuildDate>
	<language>en-US</language>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
	<generator>https://wordpress.org/?v=4.1.41</generator>
	<item>
		<title>Creating an interview plan</title>
		<link>http://www.tetrics.com/2014/08/creating-an-interview-plan/</link>
		<comments>http://www.tetrics.com/2014/08/creating-an-interview-plan/#respond</comments>
		<pubDate>Thu, 07 Aug 2014 22:14:24 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.tetrics.com/main/?p=1352</guid>
		<description><![CDATA[&#160; Interviews are a helpful way to gather information about potential employees. When done properly, they can yield information which would be unavailable through methods such as assessments or resumes. However, running interviews without first creating a plan can allow a variety of potential issues to arise. One of the biggest criticisms of interviews is [&#8230;]]]></description>
		<wfw:commentRss>http://www.tetrics.com/2014/08/creating-an-interview-plan/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What is Adverse Impact and why  you should care.</title>
		<link>http://www.tetrics.com/2014/05/what-is-adverse-impact-and-why-you-should-care/</link>
		<comments>http://www.tetrics.com/2014/05/what-is-adverse-impact-and-why-you-should-care/#respond</comments>
		<pubDate>Thu, 29 May 2014 20:43:17 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Adverse Impact Analysis]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>
		<category><![CDATA[Adverse Impact]]></category>
		<category><![CDATA[assessment development]]></category>
		<category><![CDATA[Test deveolpment]]></category>

		<guid isPermaLink="false">http://www.tetrics.com/main/?p=1247</guid>
		<description><![CDATA[&#160; What is Adverse Impact and why as an HR person you should care. Adverse impact relevant to any hiring plan, as it can appear without warning or intent. Beyond simply the intent to discriminant against a particular class (gender, ethnicity, etc.), adverse impact occurs when a measure used for decision-making (be it an assessment [&#8230;]]]></description>
		<wfw:commentRss>http://www.tetrics.com/2014/05/what-is-adverse-impact-and-why-you-should-care/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>3 effective ways to approach performance appraisals and when to use them.</title>
		<link>http://www.tetrics.com/2013/10/3-effective-ways-to-approach-performance-appraisals-and-when-to-use-them/</link>
		<comments>http://www.tetrics.com/2013/10/3-effective-ways-to-approach-performance-appraisals-and-when-to-use-them/#respond</comments>
		<pubDate>Tue, 29 Oct 2013 14:39:15 +0000</pubDate>
		<dc:creator><![CDATA[Jill May]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1153</guid>
		<description><![CDATA[Different approaches to performance appraisals One of the important considerations in creating your organization’s performance management (PM) system is the approach used to measure performance. According to organizational researcher Herman Aguinis (2009), there are three types of criteria: behaviors, results, and traits. The behavior approach to performance management focuses on specific behaviors that an employee [&#8230;]]]></description>
		<wfw:commentRss>http://www.tetrics.com/2013/10/3-effective-ways-to-approach-performance-appraisals-and-when-to-use-them/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Which is Worse? Not Asking at All, or Asking the Wrong Questions?</title>
		<link>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/</link>
		<comments>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/#respond</comments>
		<pubDate>Thu, 25 Apr 2013 19:54:06 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Adverse Impact Analysis]]></category>
		<category><![CDATA[Blog]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1142</guid>
		<description><![CDATA[Let me answer your question in the most straightforward way. Asking the wrong questions is worse than not asking any questions at all. Teachers, professors and even parents have been harping on us for most of our lives to engrain within us that there are “… no are no stupid questions” to be asked. In [&#8230;]]]></description>
		<wfw:commentRss>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Importance of Asking the Right Questions</title>
		<link>http://www.tetrics.com/2013/04/the-importance-of-asking-the-right-questions/</link>
		<comments>http://www.tetrics.com/2013/04/the-importance-of-asking-the-right-questions/#respond</comments>
		<pubDate>Wed, 10 Apr 2013 19:14:33 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1138</guid>
		<description><![CDATA[Questions are the lifeline and driving force behind all organizations. Through questions, a company and its team can determine important objectives and align performance measures that are based upon those goals. It is not so much about the questions, but more about the answers that will be revealed through the process of asking. For example, [&#8230;]]]></description>
		<wfw:commentRss>http://www.tetrics.com/2013/04/the-importance-of-asking-the-right-questions/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
	</channel>
</rss>
