Recruiting and Staffing

Recruiting and Staffing, Talent Management

Go Out, or Stay In? Why You Should Look to Promote Your Own First

© noppyviva - Fotolia

When you have an open position to fill, do you look to your current employees and promote from within, or do you hire a candidate from outside of the company?

Considering the facts that external hires are paid 18 to 20 percent more than an internal employee for the same position, and receive lower performance evaluations for their first two years on the job than their internal counterparts, it may be a good idea to consider current employees before advertising job opportunities externally.

Before you decide to bring in new blood, here are four (4)  reasons why you should first consider existing employees when new positions become available: Read more…

Recruiting and Staffing, Talent Management

Hiring Wisdom: In Case You Don’t Know It, Attitude Is Everything

123RF Stock Photo

Most managers hire for skillset and hope for mindset. Therefore, only 9 percent of all new hires fail because they cannot do the job.

However, it also means that 91 percent do fail either because they won’t do the job the way it needs to be done, or, they don’t fit the employer’s culture or play well with others.

The remedy is to focus your selection process on these two factors: Read more…

Recruiting and Staffing

Hiring Wisdom: You Need to Recruit Before You Need to Hire

123RF Stock Photo

I guess it’s just plain human nature to not take action until it’s absolutely required.

I say that because few business owners or hiring managers look for new employees until there’s a pressing need. Then they end up hiring the first warm body that even remotely fits the job description, but that’s no way to build a winning team.

What if we thought of human capital as raw materials? Read more…

HR Basics, Recruiting and Staffing

Rejection Letter Dos and Don’ts: How to Treat People With a Little Decency

123rf.com

A number of years ago I got rejected for a job.

I know, I know, you are probably as surprised as I was. The funny part is, I got the hard copy, snail mail rejection letter 18 months after I had apparently applied. I went back into my email to try to figure out what really happened.

You see, as a Recruiting Pro, I wouldn’t actually apply through an ATS, especially for an executive position, which this was. My email confirmed that fact; I had sent the Chief HR Officer of a large organization my resume directly. This rejection letter was from that contact. Read more…

Recruiting and Staffing

How to Find the Best Passive (or Not Looking) Job Candidates

© DOC RABE Media - Fotolia

Last week, I discussed why using the term “passive candidate” or “passive job seeker” was inappropriate and I proposed a more accurate name —  “not-looking top prospects.”

In this article I highlight the best sourcing approaches that can be used to identify and eventually attract the highly desirable “not-looking top prospects.” Read more…

Recruiting and Staffing, Talent Management

Hiring Wisdom: Whatever You Do, Don’t Treat Your Employees Equally

123RF Stock Photo

The Container Store believes:

  • 3 bad employees = 1 OK employee;
  • 3 OK employees = 1 good employee;
  • 3 good employees = 1 great employee.

And, as you know, it ain’t easy to find great employees, so once you do, don’t treat them equally, treat them fairly! Read more…

Recruiting and Staffing

What Happens When You Interviewed Dr. Jekyll, But Hired Mr. Hyde?

Jekyllandhyde

Joe Smith (not his real name) is interviewing for a sales representative position with XYZ Manufacturing Company. 

They ask him questions about his experience and background, and eagerness to sell. He shows enthusiasm and excitement for the job, and gives examples of successful past experiences.

Joe seems like a good fit, and he’s hired. But after a while, it becomes apparent that Joe’s not performing as he should.

He’s been given a quota of $500,000, but he’s only doing $300,000 in sales, despite the fact that he has a good territory and has undergone extensive sales training. His demeanor is relaxed and laid back, and he shows little passion or motivation.

What went wrong? Read more…

HR Insights, Recruiting and Staffing

Do Recruiters Still Care About the Candidate Relationship?

© lightgirl - Fotolia

Back in the day, while working at my first job out of school, I became bored.

Shocker for a young person, right? I made the decision that since I had one year of real life working under my belt, it was time to move on and change jobs.

I was scouring the Sunday classified ads and snail-mailing my resumes and cover letters — printed on the perfect shade of buff-colored stationery — to companies. No Internet or job boards back then. How painful would that be if we had to do that today?  Read more…

HR News & Trends, Recruiting and Staffing

Survey Finds That Tech Workers Are Not Happy With 2% Pay Raises

© itestro - Fotolia.com

Paralleling the national average wage growth, tech workers saw their pay rise just 1.9 percent last year to an average of $89,450 annually, more than twice what the average U.S. worker earns.

But given that 2014′s increase was the lowest since 2010, there’s growing discontent in the ranks.

The annual Dice Tech Salary Survey says satisfaction with pay declined 2 percent in 2014 to 52 percent of the surveyed workers. That may not seem like much of a change, but it’s a significant drop from 2012 when 57 percent expressed satisfaction with their pay. Read more…

HR Basics, Recruiting and Staffing

Can You Reject an Applicant For Falsifying Their Job Application?

Photo by Dreamstime

Most job candidates know that falsifying a job application is grounds for being denied employment.

Unfortunately, that doesn’t always stop them from doing it, however most understand the consequences if they get caught.

Conversely, most employers are conditioned to believe they are well within their rights to deny employment on the basis that someone lied on the job application. In fact, I recently conducted a webinar and was asked if it is easier to deny employment based on an application omission or fabrication discovered on a background check rather than going through the adverse action process. Read more…