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For the HR team, recruiting and hiring can take up a significant amount of time, and it’s easy to wonder, would the company be better off hiring a recruiter to handle the most arduous aspects of finding new hires? Let’s take a look at some of the pros and cons of taking this route.
Recruiters and hiring managers typically provide job candidates with details about the position, benefits offerings, and the company. But work environment sometimes gets overlooked.
There are countless tips for candidates on how to conduct themselves during job interviews, but few tips for people sitting on the other side of the desk.
The first legal danger zone you encounter with employees is preemployment inquiries. The questions you ask on application forms and during interviews can create significant legal problems. It’s easy to wander into danger, since many questions you might be tempted to ask run afoul of federal, state, and municipal laws.
Nonverbal cues say a lot, as seasoned interviewers know. But what cues are the most telling?
President Trump has said he likes chaos. He has suggested that it energizes him. Indeed, some people thrive on conflict and upheaval. They find the alternative boring.
They are easy to spot in the workplace, but how do you identify toxic employees during the hiring process?
They sometimes come across as shy, aloof or even disinterested. In comparison to extrovert job candidates, they may seem less likely to take charge, less inclined to aggressively pursue goals.
So-called soft skills are sometimes hard to quantify. Perhaps that’s why recruiters and hiring managers focus less on these skills in comparison to others.
Employees are the most significant investment an organization will make for its future. Recruiting the right people is an integral part of any business plan, but unfortunately, it is also a challenging and time-consuming task.