Practical HR Tips, News & Advice. Updated Daily.
The practice of screening applicants through the internet – particularly by using Google and social networking sites – is becoming more and more commonplace. But employers need to understand there are times when they just shouldn’t look.
Don’t you wish you knew before a good employee was ready to quit? Maybe then you could be proactive and take steps to try to reengage the employee and perhaps keep them on the team. Maybe you could get to the root of bigger problems before more employees decide to leave.
Maybe you’ve started to notice it at local businesses you frequent. The cashier at the supermarket looks unkempt. The new receptionist at the salon has no customer service skills. You thank the waiter for bringing the check, but he doesn’t thank you.
Where should you focus your recruiting efforts if you want to find out more about a job candidate?
In yesterday’s Advisor, we gave some tips on how to get an interview started on the right foot and how to present the organization to the applicant during the interview. Today we’ll provide some more tips, this time focusing on the next parts of the interview: learning about the applicant and closing the interview.
Interviewing potential new employees can be exciting and overwhelming. It represents hope and opportunity, but there are also plenty of legal pitfalls to avoid, so it’s important to have a plan before you get started.
One of the toughest decisions an HR professional has to make is who to hire. You probably have at least one story of a candidate who aced the interview and had great credentials but bombed in whatever job he or she was hired to perform. Hiring decisions can be stressful not just from an economics […]
Are you hiring managers, when what you really want are leaders?
Much has been written about the talent shortage, and the challenges it presents. But what about other challenges you come up against in your job as a recruiter?
Gender pay equity is a perennial social, political, and ultimately legal issue in our country. Corporate general counsel and HR professionals have watched this issue ebb and flow, and we are now seeing a new flow, but not from where it was expected.