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…
By Eric B. Meyer
Yesterday, the U.S. Supreme Court heard oral argument in EEOC v. Abercrombie & Fitch Stores, Inc.
In Abercrombie, the company did not hire a woman who wore a headscarf at her interview, because she did not conform to the company’s Look Policy.
The issue before the Supreme Court was whether an employer can be liable under Title VII for refusing to hire an applicant or discharging an employee based on a “religious observance and practice” only if the employer has actual knowledge that a religious accommodation was required, and, the employer’s actual knowledge resulted from direct, explicit notice from the applicant or employee. Read more…
Last year, we discovered recruiters prefer talent acquisition to most any other name. We learned that recruiting quality prospects was harder in 2014, even if some of the corporate recruiters we surveyed thought otherwise.
And looking back on the results of last year’s State of Recruiting Survey, it seems some recruiters were whistling past the graveyard when it came to predicting the difficulty in recruiting this year.
Now ERE Media (the parent company of TLNT) is conducting this year’s recruiting survey (you can find it here), and we would love for you to take part. In addition to corporate recruiting, we’re collecting information specific to the search and staffing sectors. Among the questions we ask are some the specific challenges presented by your clients. Your opinion of hiring managers is among them.
Take part and get a copy of the results
We also ask about your use of metrics, analytics and KPIs to measure productivity and performance. One especially useful question deals with the most effective way of reaching candidates, i.e. phone, texting, email, etc.
The more responses we get from agency recruiters, the more useful the results. So please, spend the 6 or 7 minutes it will take and complete the survey. And add your comments to fill in any blanks. Those who participate will get early copies of the results.
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…
Editor’s Note: Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post.
On average, people spend nine (9) hours of their day at work.
Projecting this over an entire lifetime, we face a very big, somewhat scary number. When you consider this number, it should become incredibly and inherently clear just how crucial finding a company that really fits can be.
Being happy and satisfied with your job makes you more productive and allows you to maximize your potential. While we can all agree on the importance of cultural fit in achieving happiness and satisfaction, it’s a little surprising to hear the truth about how fit companies really are. Read more…
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…
The scenario may seem familiar, whether through a real life experience or something you saw on TV.
You interview a candidate and it appears as if they would be perfect for a position with your company. But then, it’s revealed through their admission or a criminal background check that they had a past run-in with the law.
In every other way, the interviewee absolutely shines and would be a credit to your organization. You might be tempted to brush the information aside and hire him or her anyway. Read more…
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…
Picture the scene: Your company is seeking to employ a Department Manager, and the leading candidate is currently “in transition.”
Human Resources has pegged the market value of the job at $75,000, but you suspect that the preferred candidate (Bob) will accept $65,000.
A seasoned and experienced professional, Bob was previously paid $77,000 by his last employer, but was caught up in a restructuring staff reduction. He’s been out of work for almost a year and is getting desperate, worried about feeding his family and paying the mortgage.
When the decision point arrives other, less qualified candidates are already making $70,000 and are asking for $75,000 and up. Some hiring managers would look at this situation as a no-brainer. “Let’s hire Bob and save $10,000 to $15,000” would be the smug decision. Read more…
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…