It can be tough to keep good workers on your staff. Here’s how one HR manager got more employees to stay on board.
When candidates talk about great accomplishments, how can you tell who has personal initiative and who just happened to be on a successful team or followed smart orders? Answer: digging deep with follow-up questions.
Our team of experts fields real-life, everyday questions from HR managers and gives practical answers that can be applied by any HR pro in the same situation. Today: 1. The legality of using pay cuts as discipline and 2. the value of 900 numbers for reference checks.
Ask anyone sitting in the hiring seat if younger women get preferential treatment over older women, and the answer will almost always be “no, never.” But is it a fib? And is it possible hiring managers give preference without even thinking about it?
If you’re trying to figure out how to make your company look attractive to job-hunters, take a look at what this company did, and then steal this idea (but don’t say we told you to).
A common recruiting mistake is treating a candidate’s second interview as just a rehash of the first round, only this time, with a higher-level manager involved. But here’s how you can craft the interview to really make sure you’ve got a good employee in the pipeline.
Using background checks to qualify candidates? Good idea. Not following the strict laws about conducting background checks? Bad idea.
It’s no secret that referral programs are a great way to find new hires. But many managers make the mistake of just handing out bigger bonuses to current employees who make the referrals. There are better ways to get more out of your program.
They give main five reasons for bailing. And none of them begins with “m” and ends with “y.”