To many entrepreneurs and small business owners, nothing can be more cringe worthy than Human Resources and the issues involved in managing the “people part” of the workplace. Read more
When I graduated from college back in the early years of the 21st century, internships were not a “must-have” for most employers. College graduates wanted to get in to a job and start making money, and employers wanted qualified employees walking in their doors. So what does that mean for the less experienced college graduates who are anxious to get started in their chosen career path but also need to pay their growing pile of bills (including that ominous student loan debt growing interest with each passing moment)? Read more
Does your organization have an onboarding process for new hires? Do you remember to afford your new executives the same privilege.
While the job you foresee for an executive is different from that of most new hires, these new folks are just as unfamiliar with your organization as the trainees. In 2015 Snapchat lost eight senior executives with only one lasting past the eight-month mark. While turnover among leadership is not unusual for a startup, it does raise a red flag that something isn’t working. Read more
“Hiring the right people takes time, the right questions, and a healthy dose of curiosity.”
Richard Branson, founder of Virgin Group
As soon as skilled talent becomes scarce, recruiting takes on more of a marketing component than ever before. The way to find your talent is to be where they are and your seasoned recruiter will know where to find it. IT managers for a disruptive start-up firm? HR veteran in the healthcare industry? It’s unlikely they are hanging out in the same forums so you have to go to them if they aren’t coming to you. Check out our top five trends to make sure your recruiting efforts make an impact: Read more
We live in a different world from thirty years ago. Instant results, knowledge at our fingertips, and communication at the speed of light…these are all realities in 2017 – not only in our personal lives, but also in our lives at work. Customers, clients, and coworkers expect immediate responses, and we have been programmed (or in some cases re-programmed) to react accordingly. In this fast-paced, technology-driven, instantaneous world, how do business leaders retain top talent and hold on to the good ones before they are stolen away by the next big thing, the newest shiny toy, or the most creative perk you can imagine? We think it’s important to keep a few key ideas in mind when planning how to not only attract those star performers, but even more importantly…how to keep them!
· Employee Engagement & Purpose: Employees not only want to be engaged with their work, they want a company culture that supports great causes, that offers volunteer opportunities, and that gives back in some monetary or giving way. Read more
As recruitment and HR professionals, we are trained to spot the embellishments in a story, to zero in on the candidates whose credentials don’t quite line up, and to ask those uncomfortable questions that often lead to answers none of us are looking forward to hearing. Spotting the white lie, figuring out where the titles, responsibilities or dates have been boosted, and reading between the lines to fully understand how the career path really must have flowed, are all key components to uncovering the true merit of candidates we encounter on the recruitment journey.
Of course, candidates want to present the best picture of themselves. Just like a celebrity won’t show up on the red carpet in less than their best, candidates are unlikely to share the unbridled version of their failed career move. Read more
Behavioral interviewing, which came into fashion in the 1970s, has long been a trusted tool for hiring managers to use when selecting talent for the organization. By using questions that are structured in such a way so that the candidate can “Tell you about a time when…” and so forth, behavioral interviewing has given leaders insight into understanding how candidates think and how they have behaved in the past. Behavioral experts believe that the best way to predict future behavior is past behavior. Behavioral interviewing builds on this premise.
But that’s only one piece of the puzzle.
In order to get as well rounded and complete a picture as possible, it’s crucial that leaders incorporate an interviewing process and style that blends different methodologies and practices into one, instead of solely relying on behavioral interviewing, even when based on specific competencies. Read more
Ten years after the disastrous financial crisis of 2007, we find ourselves back in a job seeker’s market where unemployment is at an all-time low and companies struggle to attract and retain the best candidates. As a business leader, you have so many things on your plate. Sifting through hundreds of resumes and interviewing dozens of candidates is time consuming and in the interest of time, there is a temptation by many leaders to hurry up and “fill the seats” as quickly as possible.
But what happens when you make a job offer and the candidate turns you down? Do you know how many candidates have declined offers? Do you know how many candidates may have self-selected to “opt out” of your selection process before even getting to an offer stage? Read more
Long-held notions that longer tenure benefits both employee and employer continue to erode as the reported median length of employment spirals downward. In January of 2016, according to the U.S. Bureau of Labor Statistics, the median number of years that wage and salary workers had been with their current employer was 4.2 years. Down from 4.6 in 2014. Way down for select demographics and industries.
Not unexpected, among 16 to 19 years-old’s who were still exploring skills and careers, 74 percent reported having had a tenure of 12 months or less with their current employer. On the opposite end of the demographics, 55 to 64-year-olds reported a median of 10.1 years. Read more
One of the most important interview skills you can have as a hiring manager is the ability to read people. HR professionals should be able to interact with employees of all levels from the entry level positions to the executive team. As a hiring manager, you should also seek to understand different perspectives and relate to your prospective new hires on various levels. The interview is much like a first date in that candidates are sure to present their best self to you, hoping to sell you on their positive attributes and land the job. As the interviewer, you should be prepared to notice and interpret a few awkward interview moments on this list, and to adjust your view of the candidate based on these mostly non-verbal cues. Get ready! Read more