Adding a phone screening component to your selection strategy can save time, money, and countless headaches for both you and your candidates. A phone screening can take ten minutes or less, and involves zero travel expenses and almost no serious scheduling problems. And you can use this simple step to narrow an overwhelming pool of applicants down into a small group of final contenders before you even begin scheduling formal interviews.
profitable and meaningful? Even if the candidate sitting across the table isn
The fall is here, which means change is in the air. It
If you aren
As you shape your interview script and focus on creating questions that can help you separate weaker candidates from those with high potential, put yourself in the candidate
How can you ever be sure that you are hiring a candidate with ethics similar to your company
It seems that hiring employees only to have them jump ship a few months after signing their contracts is all too common. When a company is afflicted by Revolving Door Syndrome, many facets of operation are affected. Staff dynamics can become terse or untrusting, making creating a positive, productive company culture nearly impossible. Your bottom line can tank, due to the high costs of the hiring cycle. Is this an ideal environment in which to thrive and achieve? If not, [...]
Hiring new employees based on their potential rather than their credentials can seem risky; after all, you could be wrong about a candidate
The recruiting game has come a long way in the past ten years; companies have to flex their online and mobile recruiting muscles now more than ever before. Data is pouring in. The majorities of job seekers are searching for new employment on mobile devices, computers, and tablets, and are foregoing the more traditional pavement pounding and want ad scouring. To be king of the recruiting hill, however, a company needs to be more than tech savvy--it must be proactive. [...]
