Like Yogi says: “It ain’t over till it’s over!” It happened a few days ago… again. We tried to tell our client, a district manager, that he needed to keep interviewing until he had three or four qualified candidates to choose from, but he liked this one so much, he was sure he was going
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How does your organization get the right person in the right place at the right time? Whether you build these capabilities internally or you look for an outside vendor, these are the key steps in a first-rate hiring process: Step one: Build a powerhouse employer brand. You need a killer employer message that answers the
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The Concept In the next two issues we discuss the concept of “selling” the job and/or company to a prospective employee. This can make the difference between hiring the best candidate and a qualified but mediocre one. One of the major reasons the hiring process so often ends without success is because most hiring managers
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In the last issue of HIRING LINE we discussed some of the reasons why companies neglect to or don’t sell their opportunities to the candidates they want to hire. We tried to communicate how such an atmosphere gets created and how detrimental it is to a hiring company and individuals. The archaic attitude that “we
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We still hear it all the time: “We have to have a college degree!” Now we understand there are some jobs that absolutely have to be filled with degreed people. Years ago a non-degreed engineer could become registered thru apprenticeship, but no longer. Now one does have to be degreed. A CPA today has to
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