As an HR professional, it’s important that you understand which questions you can or cannot legally ask candidates. However, it is also just as important that anyone else involved in the interview process be made aware of questions they should not ask candidates. Asking illegal questions during the interview process can quickly leave a company with a lawsuit on their hands. Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
Employers rely heavily on job interviews to help give them an accurate look at what the candidate in front of them is all about. But while it’s okay to get a little abstract during an interview (“How many people are currently working at Google now?”), there are some areas you should avoid at all costs. Some topics to avoid include: Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
Employee archetypes have become the inspiration for comedy in shows like The Office. When it comes to problem employees, eccentric, overconfident, and apathetic are all well and good to watch on television (who doesn’t love to hate Dwight?). However, we’re going to give you a few hiring tips so that you can avoid dealing with them in your office. Here are some hiring tips to avoid 4 common- and well-known- problem employees: Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
Last week we talked about the importance of taking your internship job postings seriously. It is important to come up with and post a thorough job description, make contact with local colleges, and have a clear idea of the type of compensation you can provide. Once this process is complete, you will (hopefully) have a manageable quantity of applications trickle in… which then leads to the interview process. Like advertising for interns, interviewing interns should be taken as seriously as a full-time employee. This is because good summer help can often turn into good full-time help—not to mention the fact Continue reading
So, you’ve screened a handful of potential employees for an open position. You’ve found a pool of candidates you’d like to invite in for additional interviewing. Most likely, they will face the typical interviewing process, which may include a panel interview where they will sit in front of numerous stakeholders in the company and field questions of all kinds. Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
In a competitive job market, any reason to eliminate a candidate from the ocean-sized applicant pool can be tempting. Enter the classic list of interview mistakes that candidates are never supposed to make: being late; unprofessional dress; speaking poorly of a former boss … the list goes on. However, are these actually good reasons to cross a candidate off your list? After all: life happens; sometimes you don’t know what to wear; and sometimes you really did work for a crazy person. Let’s take a look at some classic interview sins, and rethink the severity of the crimes. Like this Continue reading
When it comes to a job interview, it is your job to scan candidates to see whether they are qualified or not to become a part of your team. However, there is more to a person than the paper you have in front of you, and it is very important to be able to read behavioral cues during the job interview in order to tell what kind of employee they will be. Like this article? Subscribe to our HR digest to receive a weekly email with fresh and informative content.
The job market is absolutely flooded with candidates right now. With 7.9 percent unemployment, many of these job seekers are without jobs and looking for a steady paycheck. But a good portion of the candidate flood has a current 9-to-5 job, as well. In fact, one in five employees admit they plan to start looking for a new job in the next 90 days. With so many job seekers flooding the marketplace, how can you use the video interview to narrow down the competition? Maybe it’s time to go a little bit crazy. That’s certainly the strategy many companies are Continue reading
As an employer, you have the upper hand on any candidate who comes through the doors of your business. You are in a familiar atmosphere and they are not. They are most likely nervous and anxious about doing their best and impressing you and you have the luxury of being the one to fire off questions. However, employers also know that, for one reason or another, a job seeker can inadvertently dominate a job interview, leaving you feeling that you’ve been given an inadequate idea of their qualifications and suitability for the position. Here are a few ideas for maintaining Continue reading
At times, a traditional job interview style can become monotonous and uninspiring. At times, the position a candidate is applying for may call for an interviewing atmosphere more conducive to casual chatter and comfortable seating. And at times, some employers simply prefer an interview that is outside the office. In any case, a lunch interview is an entirely different ball game for both the interviewer and the interviewee. As an employer, what are some pros and cons of using a lunch interview over a traditional, in-the-office interview? Like this article? Subscribe to our HR digest to receive a weekly email Continue reading