The quality of your job description has a direct impact on the quality of applicants that come through the door. Not only will the description influence the number of people that apply, but it can also be used to filter for the right kind of applicants with the right skills you need.
Hiring is a fundamentally risky endeavor. With every new person you hire, you’re taking a gamble on how well that person will perform within your organization. Traditional hiring metrics like interviews and resumes often do little to minimize the unknowable risks associated with each hire because the information they impart is often unreliable. For example, one study found that 57% of hiring managers had found lies or embellishments on a resume, and interviews are equally poor at predicting actual on-the-job performance.
Hiring mistakes can be extremely costly for your business. And though employers invest a lot of time and resources into finding the right person for a job, they can sometimes unknowingly set themselves up to fail before they even start. Here are some of the biggest mistakes you can make when hiring:
Today we’re excited to announce that HireSelect now integrates with Breezy HR’s all-in-one recruiting platform. The partnership enables you to seamlessly administer Criteria’s tests and view results all within Breezy’s platform.
Every job seeker’s circumstances are different. And when hiring, it’s important for employers to remember that while many applicants might be currently out of work, many others are employed. You never know who your next star employee will be, which is why it pays to adjust your hiring process to accommodate all types of applicants. And because job seekers who are already employed have unique constraints, flexibility is key to accommodating them.
Typically, performance reviews are thought of as once-a-year meetings to discuss an employee’s performance, objectives, and career plan over the last year. However, a new trend in employee review techniques is starting to gain traction in the form of continuous performance check ins. Continuous performance check ins are regularly scheduled meetings, often weekly or monthly, that provide a time for managers and their employees to discuss any questions, concerns, or ideas they have. These meetings are designed to keep managers and workers engaged and on the same page. Often, more meetings can just feel like more interruptions to your busy workweek. However, there are a lot of benefits to these regular “one-on-one’s” that can improve both you and your employees’ overall performance.
(This article originally appeared on Forbes, through the Forbes Human Resources Council, where HR executives across all industries offer leadership advice and insights.)
When trying to attract job applicants, casting a wider net increases your chances of finding the right person for the job. Luckily, advances in technology have made it easier than ever for your job posts to reach a truly widespread audience beyond your local area. However, there are a few considerations you should make if you want to start attracting out of town talent.
Recently, employers have become increasingly interested in evaluating their candidates’ soft skills. Soft skills are those somewhat indefinable personal attributes that enable people to work with others and perform their jobs effectively. Qualities like flexibility, problem-solving ability, and overall work ethic are just a few examples of soft skills, and it intuitively makes sense that employers are interested in them.