You need to move fast when you’re a hiring manager looking to fill a temporary position because candidates often end up with multiple offers.
In today’s labor market you can’t afford to drag out the process for multiple days or even weeks because you will lose top candidates.
Here are four (4) ways you can speed up the hiring process. Read more…
Second of two parts
If you want to maximize the amount of “hurt” you do to a competitor with a “Hire to Hurt” (or H2H for short) strategy as described yesterday (in The Boldest Recruiting Strategy You Could Possibly Engage In), you certainly cannot just randomly select your hiring targets.
And although every company is different, you should focus on targeting individuals to recruit who are hard to replace, those who are innovators, those that now hold or will soon hold leadership positions, and those that have “future skills” that will be extremely valuable in one year to 18 months.
You should also realize that whoever you target, the ones that the managers at your competitors fight the hardest to keep are the ones that you really want. Read more…
One of themes in this years’ HR Tech conference in Las Vegas was that vendors were more inclined to say their software was simple rather than say it was powerful.
The winner of my “simplest in show” award is Celpax whose product is a pair of buttons: “Yes” and “No.” When employees leave work they are asked “Did you have a good day?” and press the appropriate button.
This is assessment is reminiscent of the Tom Cruise movie Oblivion where evil space aliens insisted on asking the simple Yes/No question “Are you an effective team?”
Of course, Celpax isn’t run by space aliens, it’s run by Swedes, however the company has hit upon the same powerful idea: That a single critical question captures most of what you need to know. Read more…
Employee engagement is critical to customer satisfaction.
This has been proven by study after study. And engagement is critical in any industry from retail to manufacturing to high-tech to pharmaceuticals.
But personally, if I had to pick an industry in which I’d want employee engagement to be particularly high due to its impact on me as a customer, that industry would be health care. Read more…
You are probably familiar with the old saying: “The road to hell is paved with good intentions.”
Well, the worst hiring decision you could ever make is down that very road. You may have even taken it yourself more than once already.
So you don’t miss the “danger” and “caution” signs before you head that way again. They look something like this … Read more…
The Holiday Season is fast approaching, meaning retailers and restaurants all across the country are preparing to hire seasonal and part-time staff to help with the added foot traffic.
However, because of the fleeting nature of seasonal positions and the fact that these industries tend to have higher-than-average turnover, it can be difficult to engage and retain temporary staff when the work ramps up. Read more…
A popular post I wrote for TLNT last year (The 9 Clear Steps to Organizational Culture Change) is still on the first page of Google search results for that topic.
I recently approached a training video company with course content based on that post and they felt culture is a topic best suited for top leaders. They explained that training video sales are higher if the content fits first line managers and individual contributors.
I explained the culture fundamentals that apply to top leaders also apply to work teams of any size since they are sub-cultures with behavior that’s also driven by cultural rules.
From that insight, the culture content was simplified and the WE WIN framework was born. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
I had a client recently that was undecided about a candidate after the fourth (4th) round interview.
They were thinking that maybe a fifth round would make the difference. I told them that it wouldn’t. In fact, it was a mistake to allow them to get to four.
Do you know what the fourth round interview says about your hiring process? Read more…
By Eric B. Meyer
Telling an employee returning from open-heart surgery, “Don’t die at the desk” is bad. Very bad.
Also, threatening to drag that employee outside and throw him in a ditch isn’t good either.
Yeah, that may fracture a law or two. I’m thinking the Family and Medical Leave Act.
Heck, even the Taliban would frown on that. Read more…
Recruiters, you’ve probably experienced this: You say one thing, candidates hear another.
You say you’ll be in touch, and candidates take that as a sign they’re frontrunners for the position. You say you’re looking for specific industry experience, and candidates think any experience remotely related will do.
All of these miscommunications lead you to wonder: Are recruiters and candidates from different planets? Read more…