As a Human Resource (HR) professional, reviewing application materials and interviewing applicants is a part of your job—so you probably feel like you have the process down pat.
by Rebecca Barnes-Hogg, SPHR, SHRM-SCP of YOLO Insights® High-volume recruiting is about numbers—big numbers—of open positions and candidates. Managing a high volume of each is challenging and overwhelming for a recruiter who not only has to follow a consistent process, but also keep candidates and hiring managers informed and satisfied. Here are five fundamental elements […]
by Lynn A. Robinson Finding the right person to fill a position often turns out to be the most difficult part of a manager’s job. Whether you’re an HR staffer, a headhunter, a department manager, or a CEO, you’re going to run head on into the same problems that all seekers of the ideal candidate […]
by Elizabeth J. Boca, Epstein Becker & Green, P.C. On September 8, 2016, the California Court of Appeal for the Fifth Appellate Circuit addressed the issue of whether an employee’s single statement, claimed to be made in jest, constituted good cause for termination of his employment.
Timing is everything, the saying goes, and for firms trying to hire it could make the difference between securing the candidate and losing out. For almost six in 10 workers (57%) in a Robert Half survey, the most frustrating part of the job search is the long wait after an interview to hear if they […]
In yesterday’s Advisor, we looked at some tips for a strong start to an interview, especially when it comes to introducing the organization to the interviewee. Today we present more tips on interviewing.
When it comes to interviewing potential employees, the process can be both exciting and overwhelming for them. For them, interviews are filled with potential and opportunity. For you, there are a number of legal pitfalls. Here are some tips on getting started.
By Tara Kelly, president and CEO of SPLICE Software
Yesterday we saw some of the considerable costs of hiring a bad employee. Today we’ll look at ways to reduce the risk of hiring such an employee.
Do you use brain teasers when interviewing candidates? Are your questions so ridiculously hard that you’re finding you can’t fill the position because of them? You may need to switch tactics and take a lesson from Google!