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This Week's Question: How to interview candidates better AND faster?

This Week's Question: How to interview candidates better AND faster?

Question: If speed and relationship building are both important parts of hiring competitively, how do you get them to work together nicely?

Answer: Implement an assessment (DISC, MBTI, PI, Profile XT, etc) after the first interview and share and discuss the results with the candidate. Ask them if they agree or disagree and how they handle various situations that could happen with other personalities and styles.

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We feel like those recruiters ripped us off!

We feel like those recruiters ripped us off!

“What has been your experience with recruiters?” I asked.

“It’s been disappointing.” Came the quick response. “We have paid several recruiters fees for people and none of them have stuck with us longer than a year.”

Puzzled, with a warning flag waving in my mind, I ask “Do you feel like the recruiters did something improper?”

“Well, yes, we feel like they ripped us off".

“Hmmmmm… What would you do differently to avoid the situation again?”

“We don’t know. We haven’t been very impressed with recruiters.”

They didn’t appreciate hearing that recruiters cannot guarantee retention. It’s impossible.

Hiring is the most important thing a manager or owner does, so get good at it.

Hiring is the most important thing a manager or owner does, so get good at it.

Richard Branson's philosophy that “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” is key to this assertion. Hiring is the most important thing a manager or owner does, so get good at it. You cannot solve all your company's problems but you can hire all the right people to solve them and then your company will be successful.