Have you heard the one about how human behavior relates to results of Pavlov’s study on salivation in dogs? A physiologist, Pavlov realized that he could train dogs to salivate whenever he entered a room, regardless of whether he came bearing food.
If you’re like most managers, you’re in a hurry to replace the technically competent employee who just left with an individual who possesses the same level of expertise. In our rush to put capable employees on the payroll, we sometimes overlook candidates’ characters.
If there’s anyone in an organization who’s more excited about the first day than a new employee, it would be the immediate supervisor. Is there ever an instance when an employee should be terminated on his first day?
Hiring managers are more aware of cultural fit these days. They know that hiring an individual who’s clearly not going to fit into the existing company culture could be a bad move. Is this attitude always good for an organization?
How important is company culture? Some of today’s most successful tech giants point to adherence to specific cultural practices as the reason for their success.
There’s an old saying that the most effective strategy is to “hire the wills, coach the skills.” How do you evaluate wills or attitudes during an interview? The trick is to add methodology—meaning structure and consistency—to your approach to hiring.
With unemployment at a low 4.4% and enterprises looking for top talent, workers may be grazing greener pastures. Is there anything you can do to stop your best team members from leaving?
To speed up the hiring process, managers may be tempted to bring in the same kind of sales rep who worked well in the past. Sona Jepsen, entrepreneur.com guest writer and vice president for Fidelity National Information Services (FIS) suggests a different thought process for hiring and training sales reps.