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.
Q. I work in the human resources
department of a big company that is undergoing a cultural change. We’re
going from being employee-friendly to employee-barely-tolerated.
Despite the fact that we’re facing all-time low unemployment rates and
increasingly high hiring standards, my boss is frustrated that I cannot
replace the masses of workers who are leaving for more pleasant,
desirable employers elsewhere. When I try to talk with him about the
reality of the situation, he gets upset and puts more pressure on me. I
am considering leaving. What should I do?
If you’re interviewing for a job or trying to win an internal
promotion, don’t just make your pitch and walk away. Always end the
conversation by discussing exactly what will happen next.
Even if you’re happily ensconced in a great job, you should never stop initiating informational interviews.
Until recent years, the first rule of smart hiring was, “Match the right skills with the right job.” But today’s managers know that attitude counts more than skill when they fill most job openings.
Is your boss lying to you? Jump ship.
In 1983 only six firms out of the Fortune 200 were testing their workers for drugs. By 1991, 196 of these companies were doing it.
If you’re weighing whether to hire a promising job applicant, ask them to visit one of your branch offices, stores or plants and look around.
When submitting a list of references to a potential employer, don’t overdo it.
Like pesky ants, demotivators can infest your workplace and prove hard to eliminate. They rarely disappear on their own, which means you must take steps to root them out.
Many managers work well when they have all the facts. Trouble is, they may not know whether they’re operating with the right information.