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.
When interviewing for a job, determine whether the hiring manager cares
more about “hard” qualifications, such as your technical experience, or
“soft” skills, such as your work ethic.
Ask, “Who are the top three people you’ve recruited?”
You may figure that in today’s tight labor market beggars can’t be
choosers. But by prospecting for the best candidates and screening them
effectively, you can make the right call.
Make your broad salary requirements clear from the outset when applying for a job.
Q. When interviewing for a job, I was asked, “What was the worst experience you’ve had with an employee and how did you handle it?”
Hiring managers are using structured role-playing more than ever.
Many job seekers fret over every line of their résumé. All that anxiety won’t necessarily make it better.
It depends. The EEOC, U.S. Supreme Court and Department of Labor have guidelines for deciding if you can use a personality test in hiring.
If you’re ramping up your hiring, you need to fill positions quickly and efficiently with the right people. By streamlining the recruiting process, you can plug holes faster without overlooking top candidates.
Q. I’m job-hunting. I am well qualified for the positions I’m applying for, but there’s one problem: I have a few gaps in my résumé over the past five years when I took time off for various personal reasons.