The remarkable growth of social media has changed how the world communicates. In the business sector, an increasing number of companies are using social media for recruiting, employee engagement, external communications, learning applications, knowledge sharing, video instruction, branding – and the list goes on. While social media tools such as Facebook, Twitter, YouTube, and LinkedIn have vastly expanded communication avenues for companies, it is important to apply thoughtful consideration when using social media in the employment decision making process.
Retrieving truthful information about an employee’s experience at your company is key to fixing any problems or issues that may exist. Exit interviews are a great opportunity to retain this information, but how can you make sure what your exiting employee is telling you is how they actually feel? There are many things to consider when conducting an exit interview and implementing certain practices are more likely to get you the results you desire than others. Consider the three issues below:
Deciding to add a new member to your team comes with many challenges: getting approval from leadership, working with the HR Department and preparing your team for a new member are all things to be taken into consideration. But before you start on any of those tasks, the first thing you should do is to write the job description of your new role.
Tags: Staffing Services
If you’re a human resource professional, reviewing resumes and conducting phone screens is second nature. Unfortunately, determining qualified candidates for specialized technical positions usually proves to be more difficult than for other positions.
Many companies and organizations struggle with the task of finding the right employee to fill open positions. The hiring process is a delicate situation and one that takes time and consideration. It requires a thorough investigative function that not all companies and organizations have the time nor ability to complete.
Staffing firms are helpful to many established businesses for lots of reasons. But when is the right time to engage one? And for what reasons?
The process of hiring can be exhaustive and requires lots of resources from internal personnel. In addition, once employees are hired on, there is the additional stress of training and managing the employees. Some companies and organizations prefer to operate in a more streamlined manner. By securing the services of a staffing agency, the company in need is receiving support and management services from this staffing firm.
Before you engage a staffing firm, you should use all the resources at your disposal. Use the job boards, your internal databases, referrals, etc. It's only wise for your bottom line to do what you can to fill the position (and still get the right person, of course). However, when you feel like you've exhausted all your resources, perhaps it's time to start a conversation with a staffing agency.
Companies that partner with staffing firms have a higher level of success on average than those companies that choose to go it alone. The reason for greater success rates is most likely related to the following:
Contracting often gets a bad rap. They are seen as short term, benefit-less positions that can hold you over until you find something permanent. While that might be the case some of the time, the reality is that many people have made a career out of contracting - and have been very successful in it.
1. Know what you’re looking for You need to understand the position you’re trying to fill better than anyone. What are the skills required? What is the dynamic of the team this person is being hired to fill? If you are the hiring manager, what kind of an employee would complement your skills? If you know what you’re looking for going in, it will be easier to evaluate interviewees in real time, and have a sense of where they rank afterwards.
2. Be unexpected After you get over the small-talk, try to avoid the most predictable questions, like, “How would you describe yourself?” Instead frame a question (even as simple as that) to allow the interviewee to talk about their personal experiences, like, “Tell me about an experience that challenged your integrity and how you reacted?” Or, instead of asking, “How do you like working on a team?” ask, “When have you been on a dysfunctional team before? And what did you do to fix it?” If you can get your interview off the beaten path, it will be revealing.
3. Stay within the lines It should go without saying that as a hiring manager or Human Resources professional, you need to be aware of the legal ramifications of interviews: absolutely no asking discriminatory or derogatory questions. Contact your HR partner if you are unsure about these guidelines.
4. Represent your company well Not only does the interview screen potential applicants, it also serves as a potential employee’s first experience with a company. You should aim to be courteous and forthright about the corporate culture and department the interviewee is looking to work for. Being honest is important; if you sugarcoat the job you’re only going to ensure that there will be unhappy employees down the line.
5. Let them turn the tables Allowing time for the interviewee to ask questions is a vital piece of a great interview you don’t want to skip. Not only does it give a chance for the interviewee to have any concerns answered, it also reveals to you what’s on their mind. The questions an interviewee asks could indicate if he or she is over concerned with salary, wary of working in a team, self-absorbed, resistant to authority or perpetually unhappy, among other characteristics.
No two interviews are the same, but if you follow these basic steps you’ll be your way to a great interview.
Need help getting technical for those IT interviews? Learn more about Synergis' services here or schedule a free consultation with us today!