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.
Traditionally, call centers have been too pricey for small businesses that need only a few employees (or temps) to handle sales and customer-service calls. But now, more call centers are hiring home-based phone agents, making the service more affordable for small and midsize businesses.
When Thomas Neff and James Citrin were interviewing 50 CEOs and company presidents for their book Lessons From the Top,
they decided they would ask all of them to name the greatest leadership
lesson they had learned from reading the books by Peter F. Drucker. Here are five lessons that topped the list:
World War II news correspondent Ernie Pyle showed an extraordinary
ability to write about the average GI’s thoughts, feelings and
If the people at your new job are ridiculously happy to see you, beware. You’ve just inherited a big mess. As early
as the interview stage, you may see warnings. Look for problems like these:
You probably think you know your “people people.” They’re the nurturers, the team players, the diplomats. In truth, that ain’t the half of it. Researchers studied the psychological tests of more than 7,000
professionals and identified four aspects of “relational” work:
influence, interpersonal facilitation, relational creativity and team
leadership. Here’s what it means:
You've posted an entry-level position, and now you're getting flooded with résumés from candidates with substantial skills, education and experience. What do you do with these overqualified applicants? Here's some expert advice:
Issue: Some new job boards this year take their cues from dating sites, trying to match employers with applicants.
Benefit/risk: Such sites can eliminate unqualified applicants, but they're fishing in ...
Issue: Too often, hiring managers will poorly define to HR the type of employee they're looking to hire.
Risk: This can result in wasted time and costs, plus mounting frustration ...
Make sure your hiring managers understand that customer preference should play no part in their hiring decisions. Applicants' race, age, sex or religion ...
You can't stop employees and low-level supervisors from comparing notes and speculating about management's motivations; the right to complain is practically ...