When you’ve got a desirable job opening in your organization, you can expect dozens of people to apply for that position. It’s never easy to tell people who have taken time to come in and interview that they didn’t end up getting the job. And while it may feel easier to disappear and hope that the candidates end up losing your e-mail address, the respectful thing to do is to be upfront when you’ve filled the position. Here are some easy tips for doing this: Like this article? Subscribe to our HR digest to receive a weekly email with fresh Continue reading
It’s easy to get excited about the prospect of bringing a talented new staff member on board, but don’t allow yourself to be careless as you go about the process of making an offer. When you extend an offer, you need to have an attention to detail. Some of the steps you must take when extending an offer include: Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
Though many companies look for young potential hires who can bring energy and enthusiasm to the workplace, it’s important to note that older professionals can also greatly enhance your company. In fact, they offer a range of traits that younger people may simply not possess yet. Some of the benefits of hiring an older staff member include: Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
Most candidates are well aware that recruiters and hiring managers are giving their social media pages the once-over prior to making a hiring choice. Yet some potential employees seem to disregard this fact as they take to Facebook and Twitter. From drunken pictures to rants about their current employer, it is more common than you would think for a candidate to make serious missteps on social media. Prior to recruiting someone, look for these social media red flags. These actions may indicate that your recruit isn’t the right candidate for the job: Like this article? Subscribe to our HR digest Continue reading
When you’re a recruiter, your job is to find the best candidates for that particular company. However, this becomes a challenge when unconscious biases come into play. Fortunately, there are a number of strategies that you can employ in order to shut down bias before it starts. Keep these tips in mind as you talk to potential new hires: Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
While often overlooked, an employee handbook is an important part of any organization. It helps to set the tone of that company, and let’s new hires and veterans know what is expected of them. However, many recruiters often forget that an employee handbook can also serve as an important recruiting tool. When a person knows that they will enter a job with a clear idea of what is expected of them and how that organization operates, they’re likely to feel more comfortable coming on board. Like this article? Subscribe to our HR digest to receive a weekly email with fresh Continue reading
Imagine this: your company has just hired your best friend or roommate. What used to be a relationship that was carried out after working hours has become a ride to work together, 9 – 5, hang out after work constant companionship. You even dream about them. Yes, this is a worst case scenario, but in most instances, this is what you can expect when you hire a friend. Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
We all love Starbucks, or love to hate Starbucks (HOW DO THEY GET ALL MY MONEY?). What we should be doing is hiring like Starbucks. Starbucks is a global company with thousands of employees: they need to have a great system for hiring top talent. I’m sure we all have our favorite story of a terrible interaction with a Starbucks employee, so get that out of your system right now. Write a nasty letter, tweet, or Facebook status to that terrible employee who spelled your name wrong. Done? Okay. Like any major, and successful, company, Starbucks has a set of Continue reading
We’ve all read job advertisements like this one (this is a real ad, changed slightly to protect the innocent): Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
Like other hiring giants in our So You Want to Hire Like… series, Google has a reputation for innovative and successful hiring practices. Their internship program is the subject of a recent film, and the inspiration for last fall’s book Are You Smart Enough to Work at Google? Intelligence tests are only one part–in fact, an increasingly smaller part–of Google’s interview questions and hiring strategy. Other secrets to success include finding good matches for company culture and taking chances on less qualified candidates. So you want to hire like Google? Here’s what you should do. Like this article? Subscribe to Continue reading