The way people work has changed, let’s face it. Gone are the days of a 9–5 desk job; now, we have Uber, Lyft, and telecommuting. People are craving flexibility and switching to contingent careers where they aren’t tied down to just one employer. This new way of work is causing some employers to find it […]
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.
No doubt you’ve heard, “hire for attitude, train for skill.” But is this really the right approach?
There are several reasons job seekers include volunteer experience on a résumé: To show involvement in the community; to highlight their interest in and a commitment to a particular cause that may or may not be job related; and to demonstrate skills that are not apparent from other résumé information.
When looking for potential candidates, you’ve probably come across a thin résumé—a résumé that could be promising, if only it contained more information.
There’s ongoing debate among career advisors and résumé writers about whether to include hobbies on a résumé—and perhaps surprisingly, just as many appear to be for as against.
In a tight labor market, you might think hiring managers would overlook résumé and interview mistakes. Not so, finds a survey conducted by staffing firm Robert Half Technology.
Job postings sometimes include what might be called a disclaimer, intended to let job seekers know that the tasks and responsibilities listed are not the only ones applicable to the position.
A significant number of job postings include years of experience as a hiring criterion. Is this a best practice?
People come to an interview wanting to tell the interviewer what the interviewer wants to hear. Interviewers often feed right into this by structuring the interview in a way that gives the applicant information to repeat back—allowing them to look perhaps more qualified for the role than they truly are. This is one reason why […]
All employers want to hire the best employees. So why is it that we often find, despite our good intentions and thorough recruiting processes, that we still end up with employees who are not a good fit for our organization? This wastes time and money. Why do we do it?