Practical HR Tips, News & Advice. Updated Daily.
How many top performing candidates have you interviewed? How many have you hired? More importantly, how many slipped through your fingers because you didn’t know they would be top performers? Today we’ll look at an article by Rick Crossland on exactly this topic.
“Ban the box” refers to the initiatives, which have gained widespread traction, in which laws are being put into place that prohibit employers from asking questions of applicants regarding previous criminal history (and discriminating against them based on their answer) too early in the hiring and recruiting process.
Interviewing typically begins with a handshake. This winter, however, you may want to forego this formality.
We all know how much recruiting has changed over the last few years. Applicants no longer drop their résumé in the lobby drop box, they rarely fill out paper applications as walk-ins, and calls to speak to HR about open positions listed in the newspaper are practically non-existent.
Multiple interviews allow for greater insight into a candidate’s skills, ability, personality, and motivation. At the same time, multiple interviews allow a job candidate to learn more about a company and its culture.
Recent research has shown that many take their application materials for granted when a fine-tuning to approaching revisions and the materials themselves might be in order.
Yesterday we looked at the problem of candidates turning down job offers after you went through a lengthy and expensive process getting to that point. Today we’ll look at how personalizing a job offer can really make a difference.
The U.S. Bureau of Labor Statistics has released its latest annual report on occupational injuries, which serves, among other things, to alert companies to the hazards of certain jobs.
How often have you or your hiring team put together a job offer for a well-qualified candidate only to have the offer rejected? This can be quite frustrating, and it can increase how long it takes to fill a given vacancy.
In yesterday’s Advisor, we talked about the pitfalls of having too many unqualified applicants for a job—it costs (wastes) time and money to assess all of these applications. We started to give some tips on reducing the number of unqualified applicants, as well as a couple of ideas to speed up the screening process. Let’s […]