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.
Jerry Colangelo, owner of the Phoenix Suns and Arizona Diamondbacks, runs businesses that employ more than 5,000 people. His employees have ranged from basketball stars such as Charles Barkley to part-timers at ballpark concession stands. We spoke with Colangelo about his management philosophy and the lessons he has learned after 33 years in the business of pro sports.
Are you networking to advance your career? Don’t just rely on setting up informational interviews, mingling at professional mixers and attending trade shows.
Q. I’m an administrative assistant at a fast-growing firm. Our office
could benefit by hiring a junior marketer to help our one overworked
salesman. I’m taking marketing classes to improve my skills. How can I
convince management to create this position and promote me into it?
“Hire for attitude, train for skill.” That’s the latest craze in recruiting job candidates, and I’m sick of it.
When interviewing for a job, don’t dwell on why you left your last position.
If you’re filling a position in which the person will come in contact
with valuable assets or pose a safety risk, go beyond routine reference
checking to investigate the applicant in more detail.
When hiring, it’s OK to consider the likelihood that an applicant will file lawsuits against you.
Avoid putting “references on request” on your résumé.
He’s 34 and a seasoned CEO. Dan Wagner founded what’s now the Dialog Corp. in 1985, when he conceived of an online business information service. Today, he runs a London-based company of 1,100 employees with global operations and partnerships with Microsoft, IBM and many other firms.
After waves of downsizing in recent years, many companies are now reversing course and filling job openings like mad. If you’re ramping up your recruiting, you may wonder whether to rehire former employees.
If you’re interviewing for a job or trying to win an internal promotion, don’t just make your pitch and walk away.
Your boss gets more and more frustrated the more people leave your toxic work environment. You understand why they're leaving, but he won't change.
If you’re ramping
up your recruiting, you may wonder whether to rehire former employees.
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.
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?
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.