Hiring Advice |
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What do you do when you are not an employer of choice? Most businesses start small one time or another, and they face this critical question. The answer is in developing better recruiting practices. Regrettably, most data and research available focus on the recruiting practices of large companies, just because small companies struggling on their feet are rarely worth the time of researchers. + read more
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In this article we do not talk about volumes, but about the essential things needed to be done to conduct a successful interview. + read more
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You need to ask questions about the five most important areas in an interview – these are “approaches to problem resolution,” “communication skills,” “motivation,” “interpersonal skills,” and “management/administration.” + read more
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After a candidate proves suitable in the interview the next step is to create a written candidate report (If you are using an executive search firm to assist you, it should to present you with a complete written report before you even see any candidates.) + read more
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Even if you are able to find highly qualified candidates purely by working the phone, everything must still be verified by a face-to-face interview. A candidate is not guaranteed the job even if he or she has the right work experience, education, and excellent references. Just as important is the personality of the individual in question. This can best be experienced through a face-to-face interview. + read more
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When calling potential prospects, it is of great importance to be able to screen people, to separate the gold from the silver. It is very important to be good at screening, so that you avoid wasting your own time and, of course, the time of the people that you contact. Not all identified potential candidates will have equal credentials for the job. It is therefore very important to sort the right candidates from the wrong ones as early as possible in the process. This is of great interest not only for yourself, so you do not have to waste time on unproductive interviews, but also in the interest of the candidate, who also does not want to waste time. + read more
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At most major executive search firms, people use computerized systems, but many people at smaller firms still use manual systems such as the old-fashioned call sheets (also called contact sheets). The main objective with any system is that you record the information that you need and make the system work in the best possible manner. If you use the manual method as the log, you need to make sure that you use the same kind of call sheet for everyone. It is also of great importance that you only have one contact (person) for each call sheet. You then need to organize every contact sheet alphabetically. All contact sheets should remain in a binder assigned to the particular search. + read more
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Sourcing is the process of locating names of possible candidates by referral from others (or themselves, when contacted). You generally have to contact many people to obtain names. Some of these may be found unsuitable quickly because they do not meet the job description requirements. Sourced names that seem to be suitable are added to a list of potential candidates for further investigation. + read more
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Showing 1 to 10 articles out of 38 articles
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