It’s become more difficult in a competitive, job-seeker market to find qualified candidates. Introduce additional factors like drug tests and legal medical or recreational marijuana, and HR’s task of hiring just became an even higher mountain to climb.
Hiring misfires are costly. Low employee engagement results in high turnover, and replacing employees is expensive. Employers are increasingly using recruitment tools such as personality assessments that help qualify candidates and ensure they are compatible with the company. The rise in the implementation of personality tests can also be attributed to more affordable, online options, making them viable for all businesses. If you haven’t already employed these tests in your organization’s hiring process, should you?
Have you ever lied at the end of an HR interview? A flat-out, bold-faced lie? Before you say, “of course not,” ask yourself if you always get back to the HR candidate within the timeframe you promised… if you even get back in touch at all.
After completing a recent Recruiting Analysis (Willory’s newest service you can learn about by clicking here), a startling realization hit me: majority of companies are having trouble recruiting and retaining employees because their entire recruiting strategy isn’t properly aligned with the hiring organization’s goals. The result? A painfully long and arduous process to fill job orders and when they are filled… the right person might not be the “winner,” producing high turnover.
Interviews are stressful, even when you’re the one hiring. Willory works with both sides of the interview process – and as a hiring agent for HR & payroll positions – you have your own stress to deal with. Whether you work with Willory or hire on your own, here are a few communication tips to make the interviewing process easier on you and help you find the talent you need:
As an HR/payroll hiring manager or professional, you are obviously aware of the many factors that can impact a salary offer to the employee you or your hiring manager wants to hire. Unfortunately all of the salary studies, calculators, and budgeted salary range(s) a hiring manager recommends – there are no absolutes. Of course each and every HR or payroll job has a salary range that is impacted by tenure and expertise as well as job level – but here are a few things remember when hiring and setting a salary.
Interviews can be uncomfortable – and not just for the candidate. That’s because far too often an interview becomes a one-way conversation. You throwing question after question at a candidate while the applicant hopes they don’t mess up.
I am often asked by employers many things about the candidates they are reviewing, interviewing, and considering hiring – from experience to cultural fit to salary requirements. One thing I am rarely (if ever) asked: “How will it impact my ability to land a top flight candidate if I… take my time or if I am indecisive when it is time to pull the trigger and hire.”
The other day an article came across in one of my Linked In email updates... the article was from last year and I remember seeing it, but for some reason it just jumped out at me this time. The article on Forbes.com, entitled "Top Executive Recruiters Agree There Are Only Three True Job Interview Questions," gave me great pause. This type of thinking, let alone this type of behavior, really separates the professional recruiter from the everyday "headhunter."
