Is it time to fill a key position in your company? Is it also time to change the direction of the vacant position? If you answered yes to either of these questions, here's why you should slow down your hiring process and start thinking outside the box.
Category: Hiring Tips for Managers
Dr. Tony Alessandra is the author of the best selling book The NEW Art of Managing People and the Chief Visionary Officer of Assessments 24x7 LLC. In episode 12, we discuss how hiring mistakes impact a company in dollars, company morale, productivity, and customer satisfaction; the need for data to check the internal biases that all hiring decision makers have; and tips for making data-driven hiring decisions.
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.
It happens to the best of us. We’re in a hurry and make a snap decision. We fall victim to a candidate’s charms. Or, we believe what someone is telling us instead of looking to see the truth for ourselves.
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?
Hiring new sales reps is a perennially difficult task. After all, salespeople are “people” people, good at making others feel engaged and energized. None of this means the candidate who’s just schmoozed you has the drive, grit, tact, intelligence, or discipline to be a top producer for your company in the long term. Nor does
You might think you can save yourself the time and expense involved in onboarding a new employee when you promote a promising internal candidate. That kind of thinking can lead to big problems, Ed Zalewski warns.