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Reference articles to help hiring managers, recruiters, and human resources professionals find, hire, interview, select and retain the best candidates for job openings.
Global Mindset Critical for U.S. Employees
A global mindset is more important than ever to career and company success, according to Peggy Gann, senior vice president of human resources and administration at Schneider Electrics North American Operating Division. Headquartered in Palatine, Ill., the North American Operating Division of Schneider Electric had sales of $2.6 billion (U.S.) in 2004. And with 15,500 North American employees and 85,000 worldwide, Gann and other human resource professionals at the company have seen the focus shift from cost control to talent management. Read full article.
Investing in human capital, people assets
Today's competitive global market environment brings steadily increasing pressure to improve return on investment (ROI). Many companies are focused on management of capital assets – maximizing utilization and minimizing downtime with a minimum of upkeep and maintenance. However, in the push for improvement, an organization’s biggest investment and its primary assets are its human capital. Read full article by Jim Pinto.
The Four Levels of Fit
When conducting job interviews, it’s easy enough to judge candidates by their technical knowledge, education and skill sets, but that final element—fit—is harder to pin down. Yet, it is this elusive quality that will have the biggest impact on success or failure. This article by Michael Gravelle identifies the 4 levels of fit and how they relate to hiring. Read More...
The True Cost of (Mis)Hiring
When it comes to determining the cost of making a bad hiring decision, there is an abundance of opinions on how the cost should be calculated. Within the last couple of months, I have seen several sets of figures, varying considerably. Lets take a look at some examples
10 Common Interviewing Mistakes
The McQuaig Institute® presents these top ten interviewing mistakes so that you can better prepare yourself for the all important task of interviewing candidates. Read More...
Don't Short-Cut Your Internal Selection Process
Many companies invest considerably in enhancing and structuring external recruitment and selection activities. They utilize placement firms, purchase résumé tracking software, administer psychometric assessments, conduct structured behavioral interviewing and employ a third party to do background and reference checks. Read More...
When Evaluating Candidates - Think Photocopiers!
We often state at our interview seminars that the typical hiring manager will spend more time assessing an equipment purchase than the purchase of a human asset. A branch manager for an insurance broker supported this by sharing a recent experience with one of my colleagues. Read More...
Sharpen Your Interviewing Skills - Your Candidates Certainly Have!
When I conduct my interviewing skills seminars, I usually start off by asking the group what they find most challenging about interviewing job candidates. Inevitably a couple of comments I receive time and time again: "Candidates seem to know all the answers" or "I keep getting canned responses". Read More...
The 4 Most Difficult Competencies to Hire
In a recent study of over 700 companies by Murray Axmith and Associates, employers identified the four most difficult talents/skills/competencies to hire when recruiting executives, managers and supervisors. Read More...
Two Ways to Access Candidates More Objectively
Any way you look at it, the typical interview is an ineffective way of assessing job candidates. Research consistently shows that, on a 10-point scale, the typical unstructured interview – where the hiring manager reads the resume, makes a few notes and asks a few of his/her favorite questions – scores somewhere between 1 and 2. Read More...
Get the Right People 'On the Bus'
Research has found that the critical first step in transforming a company from just average to great was "getting the right people on the bus". Great companies put people before strategy.
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The Importance of Reference Checking - Part 1
Research has indicated that reference checking is a stronger predictor of performance than the typical unstructured interview that many hiring managers conduct. Yet it seems to be something that hiring managers avoid or, at least, do not do as well as they could.
Move Reference Checking Forward in the Interview Process. Read More...
The Importance of Reference Checking - Part 2
How to Get Over the Name, Rank, and Serial Number Syndrome. Read More...
The Importance of Reference Checking - Part 3
Don't Settle For The Candidate's "Best Buddies". Read More...
Protecting Human Assets: An Employer's Guide
For the first time in over a decade, it is a "buyer's market" for HR. There are thousands of highly qualified people out of work, or afraid they'll be out of work, in all the high-tech occupations. Recently, in the Seattle area, there was a story on the TV news about a 'techie' who stood on the street corner in Seattle and Bellevue with a sign that read, "Will code for food" until he got hired. Read full article by Walt Boyes.
So Few Good Bosses, So Many Frustrated Employees?
A workplace culture of lousy managers isn't new. Dilbert's pointy-haired boss has been adorning cubicles for years. "The dramatic increase in the number of bad bosses, at least in the eyes of employees, is the big concern," says Gordon Miller, of co-founder of Group 56. More Info...
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