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Mr. CEO, is the Hiring Process Success Rate at Your Company Acceptable?

Universally, hiring in wholesale extent of it. Remember, the candidate, if
distribution has become one of the she/he is smart, has prepared for this
biggest challenges we face in today's interview. The candidate has practiced,
business environment. It doesn't seem to thought up potential questions and done
matter what kind of resources we employ, research on your company. The question
what type of pre-employment testing we then becomes, why you haven't done the
use or even which recruiting firm we same. Review the resume and jot down a
choose, it is still quite a gamble. The list of questions that immediately come
odds end up being 50-50 regardless. I to mind. Research the companies the
know that there are a lot of Human candidate has worked for using the
Resource professionals out there whose internet. Ask pertinent questions about
hair is going to stand up on the back of each company to determine just how
their necks as they read this. I look engaged and informed the candidate really
forward to their feedback.Let's face it. is.If you want to spend a little money,
What tools have we come to use that can there are firms that will dig up
really predict reliably how successful a information on almost anybody. In today's
person will be on the job? By the way, I environment, ethics, character,
personally believe you can spend $1000 on integrity, honesty and trustworthiness
personality profiling or less than $100 are even more important in the hiring
and get about the same odds on success. I decision. The next time you have an
am not saying that personality profile interview scheduled; challenge yourself
testing is worthless. It's just another to spend as much time preparing for the
one of those tools we have learned to use interview as you intend to spend in the
in wholesale distribution when making a interview itself. You might find that
hiring decision. I believe it should just your interviews get longer and you won't
be considered one small piece of the make the most common mistake made in
puzzle. Candidates should not be hiring process today. What is that
confirmed or rejected simply on the basis mistake you ask? Research indicates that
of these tests.Unemployment over 60% of the hiring decisions made are
RateUnemployment today is less than 5%. made in the first 5 minutes of the
That means we are in a very tough hiring interview.The Generational ChallengeIn
market. Personally, except for a limited closing, we are facing a challenge today
number of applicants that may be in a that is difficult for those of us that
career transition, I believe that people are "Baby Boomers" to understand. It used
that are unemployed when we have a 4.6% to be called the generation gap. It is
unemployment rate just don't want to often referred to as generational
work. That means what is left to hire is diversity in the workplace but that is an
the "Cream of the Crud".Generally entirely different subject for another
speaking, the people you want to hire article.Let's focus on the generation
already have a job. They are currently Xer's and the Nexter's and how they
employed by someone else. Does that mean relate to hiring success.Some
we need to hire a recruiting firm every Definitions: Baby boomers - born
time we have a job opening? Maybe, maybe 1943-1964 Generation Xers - born 1965 -
not, it depends on the position and the 1980 Generation veterans - born 1922 -
timeline for replacement. However, it is 1942 Boomers - Xers are greedy, lazy and
more dependant on how effective your have poor work ethics Xers - Boomers are
company has become at recruitment obsessive, dictatorial and lack
strategy, recruitment networking and understanding. They "live to work" and we
creating a reputation for being an "work to live" Veterans - considered a
employer of choice.RecruitmentRecruitment pain in the back side for action oriented
isn't something you do as soon as you boomers and technology crazed
have a job opening. Recruitment is a Xers Nexters - born between 1981 -
never ending process. Management team 2000 Young teens just entering the work
members should be recruiting all the force Fast food Technology Web page
time. It is not just the responsibility builders Willing to work and learn Seen
of the Human Resource manager. Every by Generation Xers as self-absorbed,
management team should have a bank of spoiled bratsXers and Nexters change jobs
potential new employees based on contacts much more frequently than we Baby Boomers
they have made over the course of several are accustom to. The most recent
years. Just because you are recruiting statistic I read about employees changing
doesn't mean you have to have an jobs is that an average employee coming
immediate job opening. Remember, you are out of college in 2003 expects to change
looking for people that are already jobs at least five/seven times. That
employed. Challenge your HR director to statistic may be conservative today. Some
develop a recruiting strategy that college professors argue that changing
includes the entire management team and jobs is a good thing. It can be an actual
holds them accountable. Perhaps an career strategy. Changing jobs increase
incentive can be attached to the your income, status and responsibility.
strategy.I know of one President of a "If your industry is on the move, you
medium sized company that carries a should be too." I actually witnessed
second business card that has the that quote personally.There are avid
following printed on the back of it."You proponents of a career advancement
seem to be the kind of person that would strategy that encourages changing jobs as
fit in well at our company. We are always a routine strategic move. This strategy
interested in talking to individuals like encompasses carefully planning your job
you. If you are interested in a career change to be in alignment with your long
change, Please contact Joe @ term goals. If you intend to be the
111-111-1111. Please reference my name president of a company, speed and
when you call."How many times do you run coordination is critical.Independent,
into aggressive, inspiring, and hard unscientific surveys have been part of my
working people on a day to day basis that resources during my six years as a
would fit in well at your company? consultant. These surveys support the
Waiters, waitresses, sales people, clerks fact that Generation X'ers and Nexter's
at hotels, the list could go on. This are a much more mobile work force than
could be a major contributor to your bank what we Boomers are used to. Maybe that's
of potential new employees. Of course, why you often hear the tongue in cheek
you can't overlook or ignore all the quotation in wholesale distribution, ---
traditional recruitment methods. Your HR "If you want Loyalty --- Buy a Dog."For
manager can outline those in your example, one survey of 275 distributors
strategy.The Hiring ProcessLet's start reported:- Seven out of ten employees
with the resume. First, how many of you have less than ten years with their
have ever seen a resume that doesn't say current employer- Baby Boomers work for
good things about the applicant? Most the same employer three times longer than
resumes are written very well. People GenXers and this ratio will probably be
take classes, buy software and even hire higher for Nexter's.It's no wonder that
employment consultants that make sure recruitment and retention are often
these resumes present the candidate in listed in wholesale distribution surveys
the most favorable light. Don't believe as the number one challenge facing
for a minute that all resumes are 100% management today. This is all the more
truthful. Don't believe for a minute that reason to take the recruitment and hiring
most resumes don't contain exaggeration process seriously. Track your turn-over
and enhancement.How about references? rates, develop a documented recruitment
How many of you think that anyone would strategy, get every manager involved and
be foolish enough to list somebody as a hold them accountable. Once you hire
reference that is not going to say them, you have to keep them. Take the
wonderful things about the applicant? following reality test to see if you can
Give me a break! Today, most companies qualify as an employer of choice.Do your
instruct their managers not to give out employees receive career counseling?Is
any information beyond basic date of hire there a recently updated wage and salary
and verification of employment. You do plan in place?Do performance incentives
check references don't you? If you don't exist across the board?Do your employees
you should even though you are likely to receive regularly scheduled training and
get only positive responses or no education?Do they receive monthly
information at all. Sometimes if the performance updates and recognition
reference is a talker and you are a beyond a once a year performance
skilled interviewer, you can get some review?Does customer feedback on peer
good information about the candidate. Try reviews play a role in their
this technique the next time you are evaluations?Are suggestions reviewed and
checking references. Find out the awarded?Is there both a formal and
department the applicant worked in. Get informal communication channel?Are
names of peers if possible. Call someone employees treated with respect?Does
in the department that the employee empowerment exist throughout the
worked in other than the reference organization?Does the company have a
listed. Ask them about the applicant. You strategic plan that is owned by the
are likely to get a more honest, unbiased employees?Does that plan include a human
assessment of the candidate. Of course if resource strategy?One last thought,
the applicant is still employed at the remember, recruitment isn't just an
company this is not external exercise. Look at your existing
recommended.Interviewing the candidate--- employees; invest in them; provide
At the risk of getting more stinging training, education and other development
feedback, I can't help but state that the activities. Take succession planning at
majority of managers in wholesale all management levels seriously. Dr. Rick
distribution do a very poor job of Johnson () is the founder of CEO
interviewing potential new employees. Strategist LLC. an experienced based firm
First of all, most managers have never specializing in leadership, strategic
been trained on the interview process. It planning and the creation of competitive
requires excellent communication skills advantage in wholesale distribution. CEO
which includes the ability to really Strategist LLC. works in an advisory
listen. Many times, we are thinking of capacity with distributor executives in
our next question while the candidate is board representation, executive coaching,
answering our first question. That is team coaching and education and training
reason enough to always have two people to make the changes necessary to create
involved in the interview. The second or maintain competitive advantage. You
problem most managers encounter is the can contact them by calling 352-750-0868,
fact that they don't prepare well. They or visit for more information. CEO
don't do their homework. Sure, they look Strategist - experts in Strategic
over the resume, but that's usually the Leadership in Wholesale Distribution.




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