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…
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…
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…
In many ways, recent college graduates are the perfect candidates to hire. They’re young, fresh, and willing to learn.
However, they also come with a problem: Most recent grads don’t stay with an organization very long.
A new study by America Employed found that 77 percent of franchises surveyed said they expected new graduates to leave within a year. This can be frustrating to hiring managers, who have to continuously find new talent, as well as being costly for the organization (they’re constantly having to onboard and train, and high turnover hurts productivity). 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…
Second of two parts
Yesterday, I wrote about how recruiting highly motivated people is The Single Smartest Thing That a Hiring Manager Can Do.
Today, I am going to give you some tips on just how to go about recruiting those kind of employees.
Once you are committed to hiring self-motivated individuals, you need to work with your firm’s recruiting leaders to come up with the most effective recruiting and assessment approaches. Read more…
First of two parts
If you are a corporate manager, you already know that you routinely spend a significant portion of your time trying to motivate your employees.
On average, I estimate that encouraging, cajoling, and the worst part, having to hang around just to ensure that your employees are continuously working takes up to 50 percent of the average manager’s time each week.
If you don’t believe my estimate, ask a few managers to keep a work log for a few weeks if you want an accurate time for your firm. You might go a step further and ask a few of your managers if they enjoy trying to motivate and if they are good at it, because you’re likely to find that they dread every minute of it. Read more…