hiring the right person for the job - Business News Daily

Finding the right person for the right job fuels success.

Employment Law and Human Resources

What changes, trends and notable shifts did 2013 bring to the world of employment and staffing? And what predictions can we make as employers and job seekers set goals for the year ahead? Here are a few of the most noteworthy trends affecting the hiring marketplace in 2013 and 2014. 1. The recovery is underway. The economic slowdown of 2008 is behind us, and as employees rebuild and expand their enterprises in a newly energized consumer environment, the job

In Argentina, it’s common for job candidates to see a psychologist as part of the hiring process. Sam Harrison explains

30 Secrets to Hiring the Right People - Entrepreneur

You’re a manager now, which means the buck stops with you. More specifically, it means that you’re called upon to take responsibility not just for your own work, but for the contributions and actions of every person who reports to you. You have to handle what’s on your own plate, but you also have to own and sign off on the plates to your left and right. Plates are spinning all around you, and even though you aren’t watching

You may choose your top applicant based on their training and experience. And you may decide to narrow an oversized pool of candidates by using cut-offs related to education. For example, maybe you only review resumes from candidates with degrees in finance or accounting; all others can take a hike. If previous training is essential to your hiring program, that’s okay. But as most managers soon discover, previous training doesn’t amount to much, and it doesn’t usually give candidates

Recruitment (hiring) is a core function of human resource management

You want to staff your workplace with top talent, but as an experienced hiring manager, you’ve learned that procuring and retaining great employees takes action. These employees don’t just appear on their own accord. In order to take control and improve the success of your hiring and retention programs, keep these five key tips in mind. Know what you’re looking for. Can you envision the ideal employee for each of your open positions? Can you envision your ideal employee

It is the first step of appointment

When you sit down with a prospective candidate to assess their fitness for the job, you have a few useful tools at your immediate disposal. For example, you can simply explain the nature of the job to the candidate and ask how well your description aligns with her career goals. If you need very specific technical skills, you can ask the candidate to describe his or her experience in these areas. Most candidates won’t blatantly claim expertise on a

Which candidate should you hire

If you’re an experienced hiring manager, you may be familiar with the statistics that define the modern millennial-obsessed corporate workplace: Employees stay with a single company for an average of 3.6 years. This tenure drops in accordance with employee age, since recent grads are more likely to move on within two years, or even one. Midcareer workers stay longer, but not by much. Overall, the numbers send a clear message; employee-employer relationships are short. And they’re getting even shorter.

Who has the best chance of being successful on the job

Are you having trouble finding the perfect sourcing channel? Have you tried social media, online profile searches and job fairs with limited success? If you’re struggling to find talented candidates who hold the rare skills and credentials you need, the answer may actually be right in front of your eyes. The employees who are already working for you may be able to connect you with brilliant potential candidates … but only if you make the most of this opportunity.

I worked for a manager once who used his gut for hiring decisions

Every year around the beginning of January, job seekers experience a dramatic increase in focus and drive. You can call it “resolution-based job hunting,” or you can simply chalk it up to renewed sense of focus and determination that aligns with the start of a new calendar year. Often, these aggressive job seekers are responding to discouraging annual reviews or employers who have denied their requests for well-deserved promotions or overdue raises. These highly qualified candidates flood the marketplace