Are Pharmaceutical Reps Exempt or Non-Exempt?

A recent article in the news described the court case at Novartis where sales representatives were pressing for overtime, given the structure of their accountabilities.  This has been a topic we have reviewed a number of times for our clients and which rarely lands on the same recommendation.  Pharma companies generally pay on business results [...]

Developing Predictive Selection Criteria

At ECI, we have been devising selection criteria for many years to identify people who will be top performing sales people.  The trick to identifying predictive, reliable criteria is to make sure you have a good linear relationship between the results that top performers deliver and the results that bottom performers deliver.   Top performers deliver [...]

Get Ready for Changes in Interviewing!

The most read topic on The ECI Blog is about behavioral event interviewing and how to properly answer these questions.  Many people are becoming very familiar with the behavioral event interviewing process and are getting coaching prior to their interviews from their placement counselors.  This, of course, has the effect of masking an individual candidate’s [...]

How to Hire Without Getting Sued

I used to do a lot of seminars and speaking engagements for various groups on topics relating to human capital.  One of the more requested topics was the title of this post.  There are a few good practices to be sure to consider in order to avoid suits from your candidates as you hire new [...]

Who’s Hiring?

The short answer, lots of companies.  The more complete answer, however, is companies where there is expected turn over and companies who provide services to people.  The companies who are hiring are often the larger organizations who always have openings because of people moving up, people moving on and people retiring.  To apply and get [...]

Establishing Validity of Selection Criteria – Part II

When it comes to assessing the validity of behavioral event interview questions, we need to understand what we are attempting to do.  Some people loosely use the term “validity” to mean “we had the questions reviewed by our legal counsel, or senior management, or our consultant, to determine whether they met standards for selection in [...]

Establishing Validity of Selection Criteria

We build structured hiring processes for our corporate clients.  Some of the processes we see, prior to the revision, are long-drawn out systems of multiple steps and the collection of data that one would be hard pressed to review, much less show that the step was job related.  The issue of valid selection criteria is emerging [...]

Part 2: Devising Selection Standards for Hiring New Staff

Adverse impact occurs where there is a statistically significant difference between selection, promotional, or compensation levels between members of a protected class and an appropriate comparison group.[1] However, according to the 1991 Civil Rights Act, this difference only amounts to discrimination if the tools used to make the business decision are invalid and not consistent [...]

Part I: How To Increase The Quality of Your New Hires

Companies are increasingly seeking out ways to enhance the accuracy and effectiveness of their hiring and promotional processes.  They are exploring the use of a variety of tests and measures to gather the information they need to make better decisions.  They look to tests to help them increase objectivity within their processes and to get [...]

Why must I remain so objective when I’m hiring???

Have you ever heard that we form an impression of a person in the first 5 seconds?  How accurate can that impression actually be?  What information can truly be gathered about an individual in 5 seconds?  Well, the 5 second rule is based on scores of scientific studies in Social Psychology. Now, apply that to a [...]