14 Posts found for Keyword: hiring

Before candidates join for the interview round, Peoplism sends a thorough prep guide to sketch out expectations. “We tell the candidate most of the interview questions in advance. While it is a unique approach, I don’t understand why it’s that controversial and why other companies don’t do the same,” says co-founder Liz Kofman-Burns.

There are plenty of behind-the-scenes factors that contribute to someone being a … [ Read more ]

Authors: Amber Madison, Liz Kofman-Burns | Source: Why Now’s the Perfect Time to Retool Your Hiring Process and Get Creative | Original Publication: First Round Review | Subjects: Hiring, Human Resources | Company: Peoplism

companies are starting to be more intentional about hiring for a candidate’s future potential, not their past history. But it’ll be a long road. Our traditional recruiting processes still place an emphasis on certain types of education, experience, or personal referrals that can lead to a homogenous workforce.

Start by rethinking your job descriptions. Focus on the results you’d like to see, rather than the type … [ Read more ]

Author: Ryan Roslansky | Source: You Need a Skills-Based Approach to Hiring and Developing Talent | Original Publication: Harvard Business Review | Subjects: Hiring, Human Resources

NerdWallet gives candidates the following materials to make their experience before and after company onsites better:

• An interview day outline. NerdWallet sends every candidate an outline detailing their day at the office 48-hours before they arrive. It includes: the names and roles of the team members with whom they’ll meet, interview times and duration, and any activities they will be participating in throughout the day. The

… [ Read more ]

Author: Flo Thinh | Source: Turbocharge Your Recruiting Machine — Here’s How | Original Publication: First Round Review | Subjects: Hiring, Human Resources | Company: NerdWallet

For certain jobs, especially technical positions, replace pre-screening based on education and experience with a take-home test. This saves significant time and energy and allows you to engage with promising candidates faster.

But the most important reason not to pre-screen is that it removes a huge source of initial bias. Many incredibly talented candidates won’t have the education or experience recruiters are trained to look for. … [ Read more ]

Author: Jeremy Stanley | Source: First Round Review | Subject: Human Resources | Company: Sailthru

In every interview I’ve ever had with another company, I’ve met my potential boss and several peers. But rarely have I met anyone who would be working for me. Google turns this approach upside down. You’ll probably meet your prospective manager (where possible—for some large job groups like “software engineer” or “account strategist” there is no single hiring manager) and a peer, but more important … [ Read more ]

Author: Laszlo Bock | Source: Here’s Google’s Secret to Hiring the Best People | Subject: Human Resources

A warning to senior executives of companies across industries: Your recruiters could be repelling your best job applicants. They’re providing the same recruiting messages to all candidates. But the reality is that not all applicants are looking for the same things. So companies must create distinct, targeted recruitment approaches for different profiles of applicants.

Applicants with advanced educational degrees, for example, are attracted to specific attributes … [ Read more ]

Author: Nikki Blacksmith | Source: Executives: Your Company Isn’t Attracting the Best Talent | Original Publication: Gallup Management Journal (GMJ) | Subject: Human Resources

Prudential’s recruiting method, called the Career Development Program, allows people to stay in their current jobs throughout six months of training — mostly online, and at the candidates’ own pace — to earn the professional designations required to become a certified life insurance agent and financial advisor.

Prudential launched the CDP in 2009 as a small-scale experiment, but it’s worked so well that it’s now the … [ Read more ]

Author: Anne Fisher | Source: Prudential’s secret for hiring self-starters: Try before you buy | Original Publication: FORTUNE | Subject: Human Resources

Formerly, when operational people in the business units at Devon Energy did a search for a new employee, HR would hand them a list of candidates. It would be their job to decide which candidates to see and to sell the candidates on Devon.

Now, we in HR sit down with the business leader and talk about the need, and the strategy to fill the need. … [ Read more ]

Source: Talent Is a Strategic Asset: A Virtual Roundtable | Original Publication: strategy+business | Subjects: Best Practices, Human Resources

Rather than the typical scenario, in which a supervisor decides whom to hire, the employees who will be the new worker’s peers make the choice. Hiring managers tend to select applicants who think like them, but that often fails to create the best group chemistry. “The hiring teams do a much better job of picking people and you’ve got people surrounding that new person who … [ Read more ]

Author: Lynn Chambers | Source: Weaving a New Corporate Culture | Original Publication: CFO | Subject: Human Resources

If you look at most applications on Monster.com or Craigslist, the instructions are very simple: “Send a cover letter and resume to (email address).”

There’s nothing inherently wrong with this. However, an issue that can come up in a tough job market is that you’ll have a tough time separating the wheat from the chafe.

Let’s say 500 people apply for the position you posted. … [ Read more ]

Author: Neil Patel | Source: How To Get More Qualified Job Applicants | Original Publication: OPEN Fourm | Subject: Human Resources

When bringing a new employee onto your team, the experience of current employees can be extremely valuable, particularly those who themselves were recently the new kid on the block. Ask your current employees what they wish they had known sooner. Brainstorm a list of buzzwords and acronyms. And ask current employees what their plans are to help the newcomer get on board and up to … [ Read more ]

Author: Dick Grote | Source: Making Onboarding Work | Original Publication: Harvard Business Review | Subjects: Human Resources, Management, Organizational Behavior

When you start a business, it’s difficult to know what to look for in a good hire. “I learned the hard way that the last thing you want to do is hire people who aren’t 100 percent sure that they want to work for you or 100 percent clear on what they’re getting themselves into,” says Ben Lerer, CEO of Thrillist. To make sure potential … [ Read more ]

Author: Tara Fuller | Source: How To Hire: An OPEN Forum Guide | Original Publication: OPEN Fourm | Subject: Human Resources

I don’t claim to be good at hiring, but I do have a particular style that I learned from some advisors. I never actually interview people. Ever.

I think of hiring as mutual courting. The only way to court in a work setting is to spend time working together. Whenever I’m thinking of hiring someone, whether entry-level or senior, we do a project … [ Read more ]

Author: Jason Freedman | Source: Everyone sucks at interviewing. Everyone. | Original Publication: humbledMBA | Subject: Human Resources

The third time is often the charm-especially when searching for the perfect job candidate. Brian Tracy, author of Hire and Keep the Best People: 21 Practical and Proven Techniques You Can Use Immediately, recommends practicing the “Law of Three” when assessing applicants. To apply this technique, Tracy suggests that you interview at least three candidates for any position, then interview the applicant you like most … [ Read more ]

Author: Vadim Liberman | Source: Manager’s Tool Kit | Original Publication: The Conference Board Review | Subject: Human Resources