When hiring employees, negligent hiring practices can doom the process. Learn from your colleagues’ successes – and avoid their pitfalls.

Smart interview questions, well-written job descriptions, and sharp interviewing result in hiring employees that work out well, AND make you look good in the process.

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Orientation is the time to convey your organization’s culture, expectations and philosophies. Include these steps to successfully onboard employees:
To find the right candidate for your open position, consider this unorthodox method: Advertise a lower salary than what is industry standard and what you plan to actually pay the person. Why?
When Brennan Gleason graduated with a graphic design degree from a Canadian college, he really wanted his résumé to stand out. Solution: He created a four-pack of home-brewed beer to send to companies.
Q. May two separate companies enter into an agreement to prevent each other from recruiting the best talent of each?
Properly done, the task of writing a job description gets the hiring process off to a good start. Here’s some advice that can help.
More than half of employers screen job candidates before offering a face-to-face interview. Once real interviews start, few organizations let hiring managers wing it, insisting on some structure to the conversation.

You’ve just hired a new employee. She uses a powered chair. You know she can do the work, but you’re concerned with how she’ll fit in with the team. Here are a few tips on how to make everyone feel more comfortable.

Skills, experience and attitude usually top the list of attributes sought in a job candidate. But for Rob Daley, CEO of 4moms, a Pittsburgh-based baby products maker, humility comes high on that list, too.
When you need to fill a position, don’t put together a rushed job ad. Follow this process to craft a job description that will attract top talent:
While the widening pool of potential recruits is good news for managers, it underscores the importance of conducting an interview that attracts the best candidate.
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