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Mistake # 2 – Starting without an interview strategy (If you’ve landed here and are wondering about mistake #1, click here to check it out. This is the third in a series of posts on how to avoid losing finalist candidates.) Companies without an interview strategy miss a valuable opportunity to assess a candidate’s knowledge, skills, abilities [...] Don't overlook interview stakeholders. (This is the second in a series of posts on how to avoid losing finalist candidates.) Mistake #1 – Overlooking interview stakeholders Now that you’ve seen the whys behind providing your finalist candidates with nothing less than a remarkable experience in our kick off post, let’s jump into the whats and hows. Here is [...] (This is the first of a series of posts on how to avoid losing finalist candidates.) There’s a lot at stake for employers during final interviews. By the time a finalist candidate reaches the last round of interviews, companies are focused on two tasks: pre-closing the candidate on the job and reaffirming the company’s decision to [...] Since today is the 40th anniversary of Earth Day, I’d like to tip my virtual hat to organizations that have embraced green recruiting practices. It seems as though companies have multiple motivators, rather than just one, for adopting environmentally friendly recruiting practices. They might include a combination of: Differentiation from their competitors, Unless you happened to notice a full bookcase of John Grisham or Robert Ludlum books in your hiring manager’s office, it’s safe to assume she wouldn’t welcome being kept in suspense about the recruiting status of her top priority opening. Strong recruiters who have trusted advisor relationships with their hiring leaders have a few things in [...] Parts I and II served up the entree and main course for the on-boarding experience suggestions. You sampled the benefits of an on-going process compared to a one-time short new hire orientation event. That was followed by a customizable template of sorts from which you can pick out activities and time frames for setting up your organization’s on-boarding process [...] In Part I – The Appetizer, you might recall the rationale for adopting a comprehensive on-boarding process rather than hope for a successful outcome with a one-time brief orientation program. Part II serves up an “entree” of considerations when developing an on-boarding process. The following list provides “food for thought” when deciding which activities to include and when to conduct them. [...] Serving up an on-boarding experience; passing on the fast-food new hire orientation New employee orientation programs are typically short-term projects focused on paperwork and policies. Like fast-food, it gets the job done quickly but doesn’t produce the experience that makes for a meaningful and memorable welcome. On the other hand, on-boarding processes are longer term efforts [...] |
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