In a difficult hiring market, it is hard to think about adding another layer to your hiring practices that potentially screens people out instead of in. As one hiring manager said to me last week, “I just need people with a pulse.” But one reason why you may be hunting for people that are alive and not much more is because you aren’t hiring the right people to begin with, so turnover is a challenge and a cost to you in more ways than one. If done correctly, assessments can be a valuable part of your hiring strategy. To maximize
My first job in HR was with a Professional Employer Organization (PEO) in Virginia. It was a great opportunity for me to learn about the HR field very quickly and I loved it. But there was one thing I absolutely hated about my job, and that was having to terminate employees over the phone. We managed clients in the 48 continental states and whenever a client needed to terminate an employee, that task fell to me. Imagine a manager half way across the country pulling an employee into an office and saying “I have HR on the phone to speak
I remember thinking, how am I going to do this? I had just started my first full-time job out of college, and I was getting married that year. I had been given two weeks of vacation for my first year that I had to earn throughout the year. If I wanted to take a honeymoon and be off a day or two before the wedding, I really had almost no time left to take off. And a couple of my good friends were getting married that summer too, and I was in their weddings out of town. Was I going
I follow a number of HR groups online. It’s a great way to expand my HR knowledge, see how different companies manage their HR functions, as well as to share my own knowledge and experiences with others. Recently, while scanning through one Facebook group, I came upon a question that stood out. “Do you think it’s ok that managers are consistently late for interviews and leave candidates waiting for 15-20 minutes?” Reading through the comments, many respondents addressed the base issue- No, you shouldn’t make a habit of being late for interviews. But none addressed the impact that doing so
A friend of mine once shared with me a story of leaving a job to pursue one that seemed like a great opportunity. Soon after taking the new job, she discovered the culture was a nightmare. The company owner had terrible temper and was not necessarily following appropriate guidelines for the business they were in. Needless to say, it was not a culture fit for her and she moved on to find another job. When determining your next career move, culture should definitely be a considering factor. In the next few weeks, we will be talking about culture on The