Marshall McLuhan, in his revolutionary work, The Medium Is the Message, cited that we often look at the manner in which a product is presented to us rather than at the benefits of the product itself. Interviewing to find a good employee is susceptible to the same phenomenon. We experience it all the time: THE
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If you have been following the recent reporting of our ten-year workplace study (you can still receive a free copy of the executive summary), you know one of our most important findings is that the state of supervisory management is in crisis. Supervisors report they are under tremendous pressure, struggling to be effective with their
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YOU NEED CLEAR LEARNING OBJECTIVES TIED TO KEY BUSINESS DRIVERS. Borrow our approach: To help managers take personal responsibility for becoming better supervisors, find the courage, and learn new skills for hands-on coaching-style management. YOU NEED A HIGH IMPACT PROGRAM THAT DOESN’T TAKE TOO MUCH TIME. Borrow our approach: In two days, we try to
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(From the February 4, 2003 Staffing Industry Tips newsletter) When was the last time you reviewed your employee handbook to be certain it accurately reflects your current policies and procedures and the current law — or do you even have one? Aside from the value that an employee handbook provides in communicating your company’s business
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No company should pay a recruiting fee needlessly. It would be ridiculous for a company to pay for any service it didn’t need. Any company that paid recruiting fees, or any service fee for that matter, when they didn’t need to wouldn’t be around as a company very long for anyone to do business with.
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Only 50% Few Managers keep count, but did you ever think of all the time we waste in “court ‘in” a candidate and in the final stages of offering him or her a job have the offer turned down. We have wasted our time, have cost our company even more money because in most cases
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The Challenge In the last two HIRING LINES we discussed giving references. In theses next two or three we will address getting references on potential employees. This issue is a sensitive one and prospective employers have to be increasingly careful in checking them. Most ex-employees are so afraid of litigation on the part of the
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In previous articles, we discussed four practical aspects of checking references that will help a prospective employer. Even in this day of litigation, these practical approaches will tell us what we need to know about candidates. Do It Yourself In the last issue we discussed that checking references needed to be done carefully since people
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In the last two issues of HIRING LINE we discussed nine practical aspects of checking references that will help a prospective employer. Even in this day of litigation these practical approaches will help us check references safely and still find what we need to know Degrees It is estimated that 20% of the people who
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Resumes in the screening and hiring process can be useful and, done right, downright helpful. There are however, more pitfalls than advantages. Our observations are from a very practical point of view: we see people get hired every day. We experience the value and disadvantages our clients have in the use of resumes as screening
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