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A growing number of businesses now require job applicants to take a personality test as part of the hiring process. The tests may include the Myers-Briggs or the DISK assessment, which are both designed to measure certain personality traits. From a legal perspective, the tests are permissible in most cases, but there are a few […]
A recent CNBC article, written by Ruth Umoh, got us thinking. The article discussed the three interview questions that General Motors’ CEO Mary Barra asks of every job candidate:
Every company struggles with budget issues. One year you project too high of a budget; the next year your projection is too low. With the current hiring market, it’s almost impossible to accurately predict what your hiring costs should be … or is it?
This past year the United States unemployment rate sank to the lowest it’s been since 1969, holding at only 3.7%. This is also the eighth consecutive year that jobs have been added to the economy and wages have increased. Clearly, a rate of low unemployment is positive for the job market and U.S. economy as […]
Most employers are eager to tout the benefits of a diverse and inclusive workforce, and they also want to create a workplace where people are comfortable with the organization’s values and feel like they fit in with their coworkers. But sometimes the notion of hiring for culture fit means management looking for employees who look […]
The way we think about careers has changed greatly over the last decade. Our definition no longer describes job tenures with just a few employees. A worker might change career paths multiple times, take breaks to raise a family, try something new, or cobble together work suitable to his or her lifestyle or preferences.
You know how important the candidate experience is to the overall recruiting process, so what are you doing to help improve that experience? One way to know whether you’re providing a favorable experience is to walk a mile in the candidate’s shoes.
The challenge for the security guard industry has always been: How do we hire the best and the brightest, even though we can’t pay them as much as we need to? How do we attract qualified people? Security officer firms that need to hire a lot of guards to staff a new or expanding contract […]
In two previous posts, we’ve been discussing the importance of measuring onboarding efforts, as well as some basic steps toward developing a measurement program. Here, we’re going to look at some specific types of both qualitative and quantitative measurements.
In a previous post, we discussed the importance of onboarding efforts for setting the stage for an employee’s successful career with an organization, as well as aiding in employee retention. To that end, we made the case for finding ways to measure the effectiveness of your employee onboarding programs.