When you’re ready to make your next hire, ask yourself a few questions. Are you looking for a person who will come up to speed quickly or are you looking for a person who will succeed in the long term?
Category: Hiring Tips for Managers
Ever hire someone who looked like a stud, but was actually a dud? Sales candidates often look good on paper and many "perform" well in an interview.
If your business is growing, you’ve likely noticed that hiring new employees is a big challenge. The current economic climate could lead you to make some hiring decisions on the fly.
The start of any new calendar year gets managers thinking about what they’d like to focus on or change. For many managers, the start of September serves as another key time.
We all know we’re dealing with a booming job market right now. Maybe that partly explains why only a couple of barely qualified candidates applied for your open position.
Attention to detail. We all know it’s important for some jobs, especially if you’re sending launching a satellite. Did you know there are different levels of attention to detail?
Are you having trouble hiring the kind of person you really want for an open position? In these economic boom times, employers are fortunate if they get a handful of applications from qualified candidates.
You’ve done it! You’ve finally hired the last person who will complete the dream team you’ve been trying to assemble.
Your team is looking up to you for leadership and inspiration. Are you providing what they need?
This is a encore episode for the short Memorial Day holiday work week. Jessica Ogilvie, Ph.D. is an Assistant Professor of Marketing at Marquette University and a researcher on topics including strategic issues related to front line management, sales, and service. Most recently she was awarded the 2018 Excellence in Research Award by the American Marketing Association's Sales Special Interest Group. In episode 29, we discuss tips for recruiting on college campuses, the differences between what Gen Z and Millennials are looking for from a job, and how to keep young talent from job hopping.
Workplace gossip. You know it’s a problem. Managers need to monitor what’s happening in the gossip channel. It’s also key for them to screen out candidates whose penchant for gossip is likely to make them toxic hires.
Are you about to make an offer to a candidate who impressed all your internal interviewers? If you haven’t done complete discovery on the candidate, you might want to stop the process.