From attracting to retaining, it’s a difficult process for you and your candidates. Why? Everyone wants to win
Hiring
The whole hiring process, from recruitment to interviewing to onboarding, is critical to building a great organization. These posts will help you do a better job. For more essential foundational information, read our special report on Hiring.
Wake-Up Call: Bad Hires Are a Lot More Expensive Than Good Ones
Hiring is expensive, but hiring the wrong person costs a whole lot more.
How much more? Try an additional $14,900.
And the really bad news? Nearly three in four managers (74%) say they’ve hired the wrong man or woman for the job.
That’s the latest from the folks at CareerBuilder.
And it snowballs.
New Hires: Paying Top Dollar Doesn’t Mean You Have Top Talent
When assembling your team, you want to hire winners – not mercenaries. No matter how great the performer, never hire someone who is in it just for the money. This is easier said than done.
The sports world is rife with athletes who ignited a bidding war for their services, selected the highest offer, and then rewarded their new team with poor performances. Contrast that with athletes who took less than market value or even agreed to pay cuts to give their organizations the financial flexibility to sign other top players and build a championship team (witness Kevin Durant or Tom Brady).
Ideally, you want a team of Rockstars who are inspired by the mission and culture of your organization and derive deep satisfaction from crushing their goals and driving the enterprise forward. Money is an important part of the equation, but if that’s an employee’s prime motivation, they will bail when a headhunter calls. (I know: that’s my job.)
Body Language: Are They Lying Or Just Tired? [Infographic]
We’ve gotten a lot of inquiries about body language in the past year.
What is a person’s body saying when they are interviewing? Are they insecure? Confident? Are they lying? Or just tired?
So, I want to thank the folks at Custom Writing for letting us share their infographic on Body Language: From Common Signs to Spotting Lies. Plus, it pairs well with one our most popular posts, which is on lying.
It’s a biggie! It covers 30 situations, almost everything you’ll want to know.
7 Ways To Keep New Employees From Running For The Door
Bringing on new hires can be rewarding – and exhausting.
On the one hand, you’ve got fresh talent to work with and hopefully mold into energetic and productive employees.
On the other, you’ve got to give them time to adjust to you, and you to them.
But sometimes we don’t think enough about whether we’re making the right first impression on them. And if we make a bad impression, it has consequences – like that fresh new employee bolting for the door.
So how do we know?
These seven guidelines will help you head that off.
7 Ways To Get New Employees To Hit The Ground Running
You’ve hired a lot of great young talent recently. Onboarding went great (for the most part). Orientation’s almost over, and now they’re getting into learning the ropes.
Don’t you wish you had some magic power to make this go – faster?
People learn at their own pace, right? You’ve got to be a little patient.
But if there were just a simple way to get your rookies playing like veterans, we’d all know it by now.
You can’t get inside new hires’ heads, but you can make their job transition smoother – both for them and for you.
Here are seven steps to make it happen:
4 Stupid Interview Questions To Dump Right Now (And What to Ask Instead)
HR has rustled up a great group of candidates to fill your empty staff position. They seem smart, eager and perfect fits on paper. So how do you know which one is the best?
You’ll never find out if you’re still sticking with lame interview questions.
They’re questions Ellis Chase, HR director at the former Chase Manhattan Bank in New York, refers to as “flat-out dumb.”
But they’re still on many many managers’ interview checklists. And they’ll never get you what you need from prospective employees.
Here are 4 of the top offenders you need to eliminate TODAY – and what to ask instead:
13 Crazy Stunts Job Candidates Are Using To Get Your Attention
You want crazy?
Sit down with your favorite hiring manager and ask him or her about the job candidates they’ve had the pleasure to interview lately.
The job market may be improving, but the competition remains stiff. A great cover letter and strong resume only go so far these days in getting job candidates noticed, according to a recent Careerbuilder survey of 2,300 hiring managers.
Instead, for better or for worse, some of the current crop of job hunters yearn to be indelibly seared into the minds of interviewers.
And that’s where the crazy comes in.
Top 7 Phrases That Say You’ve Found The Right Person For The Job
You have a position open on your staff, and now you need to start the interview process.
Love it or hate it, it’s part of being a manager.
So you sit down with the stack of resumes you received. Right off the bat, you weed out the ones that don’t have the qualifications to do the job. Then you ask HR to set up interviews with the folks you’ve earmarked as “potential candidates.”
You know all the right questons. After all, you’ve been doing this for years, you’ve been coached by people who’ve been doing it for years or you’ve read extensively about the process.
And you’re a darn good listener. You can spot the “preplanned” typical bull, like “My biggest weakness is I’m a workaholic who loses track of time and ends up working late almost every night.”
I never buy that one.
So what key phrases do job candidates utter during interviews that do tell you this person is YOUR man or woman for the job?
Here are seven examples that should be music to your ears:
Stop Hiring Stupid People. You Can Do It By Changing This One Thing
Hiring people may be the most important a manager does.
Every new hire changes an organization. If the new employee is better than – or has the potential to be better than – half the people already doing this job, your organization just got better.
Yet organizations repeatedly hire people who are in the bottom 50% of employees the minute they walk in the door.
That brings everything down.
