In yesterday’s Advisor, we noted the fact that Americans with Disabilities Act (ADA) protections extend not just to employees but also to applicants. We started a list of tips for employers looking to avoid disability discrimination in the hiring process. Here are some more:
Category: Screening, Assessment, Interviewing
Once candidates are found, a variety of measures may help employers choose the final candidate. This may involve interviews, tests, assessment centers, or other means of evaluation.
In part one of this article we explored how to hire well and fast. Today we’ll hear more from Adam Ochstein, founder and CEO of StratEx, on how to save time during an interview.
Under the Americans with Disabilities Act (ADA), it’s illegal to discriminate against an individual on the basis of his or her disability. This discrimination protection extends to anyone who is assumed to have a disability and also to those who associate with others who have a disability. This protection extends who not only employees but […]
In part one of this article, we explained some of the many reasons why it is in an employer’s or recruiter’s best interest to follow up with all candidates. Now let’s take a look at how to professionally contact rejected candidates.
Recruiters and hiring managers, take note. It is increasingly likely that a job candidate will have a tattoo, or even more than one.
Employers today often find there are a dearth of available candidates located in the exact geographic location where they would like to post a job. This is but one of many reasons for the increase of telecommuting in today’s workforce. By allowing telecommuting, the employer is greatly expanding the geographic reach for candidates, since they […]
Talent acquisition professionals know that racism, sexism, and ageism must be avoided when recruiting and hiring. But what about other isms that have negative connotations in the workplace?
While it’s helpful to ask a job candidate to elaborate on his or her skills and attributes, and to share past challenges as well as successes, there is one question that will provide special insight—and you want to make sure you ask it.
In part one we learned how to probe to get meaningful answers in the interview; today we handle some behavioral interview questions.
One of the most common mistakes in interviewing is asking questions that don’t generate meaningful answers. Here are some tips for what doesn’t work, and what does.